STANDARD SPECIFICATIONS 


FOR 


"PERSONAL SERVICE 


PREPARED BY THE 


Bureau of Personal Service 


FOR THE — 


Board of Estimate and Apportionment of the City of New York 


April, 1917 


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Fe elas ri ee 


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STANDARD SPECIFICATIONS 


FOR 


PERSONAL SERVICE 


PREPARED BY THE 


Bureau of Personal Service 


FOR THE 


Board of Estimate and Apportionment of the City of New York 


April, 1917 


)— pat 


TABLE OF CONTENTS ‘ 
PAGE 
1S TIS atm OO ys fase Sh UC (2a a Se lel ae Ne i ig Rd lr a 9 
TERS OVER ING COMPENSATION. oo oe cee tel ba bas beleanes a} 
GENERAL RULES GOVERNING ADVANCEMENT WITHIN GRADE............ 30 
SYMBOL 
Pee ee ION PORTE AEGUTIIVE SERVICE (rl oles ee cheek ad ese. xX 31 
- GROUP 
Me itet Tae POLE CTL e tet ee OPN, eee ed Ghai ito Ba ce ake wh dl ares iw ge eal 31 
(SPAT ISIE ATS ES py aeacat Ai ae ie a XK 31 
etry AOREM LESTONER GT 08 ih eo Ge in. oa « «oe Foe tos ei d's cumddunre aD) a2 
re MERINO RE TAR Yer, co tat ee ccs eis ao soles: e 4 eb 6h 4 grérain 0:6 9 ane XS 32 
OEE HUAN T'Ve O) RETCE Ria scs-0 co ost «'s'gcetel e's sss Grttiew 8 a 5m A acas LO) 34 
IDPEINERION OF LLEGISUATIVE SERVICE. ...-.-.- 0h soc cscs succes iv. 35 
Beenie CONS GF UDICTAT SERVICE s7 getters ecreis Ppesa ae dinta dite eietoia s 3) 36 
PEPINITION OF PROFESSIONAL SERVICE. ..04.0..5 500. saan eee O 37 
3 

i GROUP 
SEATON TRING Coa leee ee oe oe e pp ee ee ers es Ate Se ee OA a 
: PARGGLETECT ccs cs oie 0% Wa er ee FAN Se Ie SO ee TA (OPIRS 40 
BRERCTERIOLOGIST *.......... “ecdac ht Hie es RE, DRO ETES rianrec Ss ge OB 44 
_ (Pee eee ee cae 3 aa ee ree OC 47 
€ CHEMIST AND PHYSICIST....... Pe eas Bn) Sk a OK 47 
¢ Dentist ...... Bere EG ice he varies srl $4 SET eS, Se Peer Ar rene QOD 51 
SITIES Fo CMe cog ef tay) A ey of, wv ¥i oj aka al'n oD tl ow O4ay haem Wins kate ey see 52 
SForESTER aa hee ie fete. Be Pas Ee nee ROE) ON A mene ee, 63 60 
Se LAWYER Scent ree ie, REP e ee Naneniare eae UTI Ae Caan Pipa (oms. 60 
“ Nourse ..... eee ee ees: Bere ee Cee GaN 64 
<} PaTHoLocist » yl Wien eran EEE Ss REN OP LALEAATS 4. OG 68 
MMR RACE Fat a gicacn the Renan Ane eee Pee ee ee ay OF 71 
2 Puvsicrax «... SARK so SAAN CARAS EARAA ARRAS SAN GA DRA Se “yi cede 72 
VETERINARIAN ..~.0-05006 He es cree wh SS ya Coe Les OV 81 


DEFINITION 


OF SUB-PROFESSION ATL, DERVICE so tt eee eee 


GROUP 
APPRENTICE PHARMACIST ......... PERRO ore eee es 


DENTAL AASSISTANT..1. ..5 6% 02 Oth Bee ee eee 


DRAFTSMAN 


eseeeeeveeeeeeseeeeseseeveeeeeeeeeeeeeeeeeeeeeeeee eee 


INSTRUMENTMAN 9.006% oe fea ete iss 5 ee ee ee 


TS ABORATORY- ASSISTANT ~ ccs pociclavratete ciate enencretene onc enna aan emer 


LAW CLERK 


a 6 ¢ 6 6 @ © 8 @ © 6 € @ 6 8 0 6 00 0 2 0 S69) 8) (07s) 687 6 6a) ee. 0 Oe) e187 ee enen es 


Prupir, NURSE sc 0 cock babs clo Bile 6 She Pee en 


sr ITLS EXAN 


LINER (0:2. :0 0s 5 oes 6 be lciate oe ailers ce te sive real sls Se tonerei el elatelalstotn 


MISCELLANEOUS SUB-PROFESSIONAL WORKER. .....00 0505555 om 


DEFINITION 


OF INVESTIGATIONAL “SERVICE s.|.2. 210%stcfoh eee ee ee 


GROUP 


ATTENDANCE. -OFFICER® Joie) ee 


PROBATION 


OFFICER i¢ 2045 Yala tees ee ee 


SOCIAL [INVESTIGATOR oc hs soc bicls os Ce ee 


DEFINITION 


OF ‘EDUCATIONAL. SERVICE 1, to 


GROUP 


DEFINITION 


OF CLERICAL SERVICE. 7o ete ne 


GROUP 


BOOKKEEPER 


(SCERK. . os. 


SS 8 OO se 0) Ero 'G S16 8 Oey Ore Ss (ps) es 9 oe > elanelersieletel pest atenst eters 


e 
COP CRS BUS © SR Cote © G6 8's a ape 610 ip se ele clei sl eisnetenalaneters i eioremeiate 


ee 
Peto So Se Oe 8S eRe Bee B10 0 ee, 6 66 Sel elg s Sl oteteralcrenorenonene 


eee4eee 
"oe SRS OSS BS 0 4) Bie sie 2 © NE» fs, 6s sell gis ate ai east one eats 


eee 
C. 8 SO 8. 0 00) OCS She 05 06 08 Fee 6 6.656, 016 SL ele Sreneterb Rolenonaiaeatete 


ee 
bet hE a CN on RP PE eS eA cma A 


SYMBOL 
B 


BF 
BS 
Bev 
BI 
BB 
BL 
BN 
BX 
BZ 


V 


VA 
VE 
Wate 
VK 
VF 

VM 
VP 
VV 
V3 
Ver 
VZ 


E 


PAGE 
83 


83 
83 
84 
86 


104 


107 
110 


119 
122 
125 
ENE 


129 


129 
Le 
MS 


138 


138 
140 
146 
150 
£2 
154 


SYMBOL PAGE 


UREN AE SRCHE TARY ee eae chs ng She vice kb abet a eho Leena CaP 155 


POA SN LCE NN Ta beseel Malet aa loses vcs, tierce doe vials sce;s 0 bose ahd s CA 157) 
EE SESSA ET: (OI GITST S00 pate Te alas aan A A GR 160 
pete BE Meee eee aii tieee sy gers Ve ek ee) «te Re ee Gs 163 
Meralco GCI PER ATOR ia cr. thats oleic dteyete scetoe a «oyureceses’ Ruben eee CO 167 
RN ee ere st te Si feo pci sO tie he os fur by Deeg Ce 167 
elms GN Use OUER Keer ete cess iuf ssh Ne bie bv cle nen’ CZ 170 
MEBING TION OF ALNSPECTIONAL SERVICE 142-0 cus scca cc cee es va ces il 171 
GROUP 

BREN SPEGTORIOFSDUILDINGS, . 2 o.%.+..'s + SRE: PP a ra e en eetet ec kB 171 
INSPECTOR OF COMBUSTIBLES AND BLASTING:.........600c000. KE 179 
ee eC RM OPEL BU GOURI CLT Vim eens, uate ckerins a a calape homies be ere e088 Pi: 182 
 SEPWOLS, TRC OITET? 2c Su 9 Ae eee na Bs! 184 
INSPECTOR OF LICENSES...... es Ok oe ta ee aoe lid 189 
as BGT ORSORS ViRTRRS weer ye sete fee cys 4M alos evi dian ow hers wba teld wed lit 192 
Pree CT ORSOFBLUDLICEVY ORKS cet Gritcelvers, ieee, ctyghes a00h- ota Wie bude i 194 
LO SERPS OSG NS Sack SO oo ee ES 198 
Me ERETOR OPA VWATERSHED (005.0... ssn case cvs cee avinees er ele, 200 
INSPECTOR OF WEIGHTS AND MEASURES..........0e0eceeeeees IM 201 
PiecerELANEOUSBENGPECTOR eta 2) oc4i0. se eee ety casts ew bate ee 7, 203 
Merean TIONS ORBCUSTODIAT EO ERVICH sts oie Were lace  o'e 4) slile cls elelete’s K 205 

GROUP 

OOS, URIRORTE, ho 28 5 gore ag ne a KA 205 
PPEOGETEN DER, chen tg ss. c ibe Ge OEE Ee KB 207 
eee Le Jets et ere CS ts see terete © sie»... 01s Slabs wale Sine whale XE. 208 
et ANDMICEGISLATIVE (ATTENDANT «00% si % skis dee easla Beles ele Zio 
Ts SRR IDES VETS 4 Dies os tee erage OAL ea a KD 214 
POAT EE ATU) Rawr rhc ect Be er ue ears ais came aca S's KE Hike 
BELGE ICR ORR MMs re Wet res err ae uli cules sien oS ete ee oie ott aeons KS$ PAGE 
WATCHMAN ..... Mited etches, Se PLE Eee aire Ee ae aE K W 219 
Pa CEEIMAN BOM sit CIS TODLA Neri Cro tice Wve riety aca reek Hehe Saath e rie Kee 219 
Peer INIT i NeORILNGSTITUTIONAL OERVICEN GE Un aie Onda yaad ee N fePX| 
| GROUP | 
MOKRECTIONGORFICERS 40022 -./75 25h ee i 4, NO 221 


TI TNARVAV ORKE RUG Hct cts Mt ce oh» Se eae NQ 224 


TWETITIAN 2% <.. 
PIRLPERS 2 hos oe 


eoecenedseeo@ @€'e ¢€ 6 € 8 @€ a 6 6 0 6 6 6 CFS C16 6 2 io 6 a O'S) Clete 6 @ su © 


eeeeeeseeeeeeeeeeeeeeteeeee eee ee ee © © © © © © © © © woe 


FIOSPITAL ATTENDANT 02 2)2 5 oc.40 oie ae dk ee eee re ee ee 


ENSTITUTIONAL GEERK. 65054 sl ode es 6 eee : 


eeereveseeeeseseseeereeeeeeepnxeeeeeeeeeeeee ee eee @ 


oeeeeeeceeee eee ee ee we eee eee Oh hm HH he PH we HH eH eH ee we we © © 


MORTUARY. KEEPER... css 2 dSe ak eee 


MH AIOG sss oy. .4,.0 


MISCELLANEOUS 


coe Gr eee & 8 6 6 8 6 Ss oe Oe SO 8 6 lUe 8 hLS LS Oe © © 66 6 eee 6 6 6 «a e.6 


INSTITUTIONAL WORKER? 2oeee ee 


DEFINITION OF PoLIce SERVICE... ee eee 


GROUP 


Motor Rerusét COLLECTOR... 23 fee oe ee eee 


RECRULCE Co 


eeeveeeveeeseereeeeeere eevee eereeres eee eeeeeeeeeeeeee 


IEEUSE GOLLECTOR@.ch 2) <1 tee cane Stn eee eee 


REFUSE DISPOSER so oc ss cleo ee nti Se eee 


STREET CLEANER’ «6.0. 06.0 se coe es a 


SUPERVISOR .... 


) 


DEFINITION OF SKILLED FRADES SERVICE.-- Ue eee 


GROUP 


oeoeeevreeeeere eee eer ereeevrerere eee eee eee ee ee ee & © eae 


oereeereeereere eee eee ee ee eh mC eh Ol Oh Hh OH hm Hem eo oe ee hw we we wo ow 


e 6.60. 7 0 © ee ©€ © @ € Oe BO (a). 8 6 0) 6 Ae le 6) 16 (88 Ole. e) C58) Oe) 2188 a eles 


TOURNEYMAN’S HELPER... 0.0... on ee ee 


LEATHER: WORKER 2.5% 6 oc doce 0 oe eee eee 


eeaeesneepeseeeweep C8 8 6 6 8 0 0 CO 6 0 © © C40 © (9) 6) © 16 86 Cre ee ee 


eevee svecneaeeeanecne€ &© 6 6-9 66 0 6 6 6 OC 6 6 6 0 0 & BC & 6614 6 8 @ 858 


eecn@ea eer 66 @ 6 £6 © 0 0 46 6 0 6 © © 6.0 & 6) 2 6 09) 8) 6) se) 8) ee ere 


SYMBOL PAGE 


ND 
NH 
NA 
NC 
NS 
NL 
NM 
NK 
NT 
NZ 


1 


filo 


230 
Zoe 
236 
250 
241 
246 
251 
252 
254 


2a 
ZA 


258 


259 


259 
261 
262 
265 
268 
271 


PA 


277 
pa ji 
279 
281 
284 
287 
290 
291 
291 
294 
ea7 
301 
304 


SYMBOL PAGE 


1 MS Oo) kata Neg a ea a SEC CT aT POe atc is Rowe a ROR AEN TA 
ECR RU UR Mee een ek a a io 
PERLE PANTOSTRAMELTTER "25 (00. ek ec Pes cite g be cba boc nee ns abit 
NOMEN RRR rs fas ory ee “uct: CEE. CA Cre BO Eee ee Ee ne as Be | 
PME WIRICER Microsc bk ek lee os ree eee eee cetera sis chek 
Serres EME VI SORE Mo maior etek, ,c eto Gey’, st seers aes 
RTE Meee tre pc eee te OB Bye shit) 
NOG WORKER peta iic ss cess < ules odo RE SR Mag err ee rnc eae TW 
De ee ROAM EO SEO KILLED WORKER. 2. ($4-c hem cv ns oy oc cse ae a e7, 
Berens FONTAN SKILUED SERVICE «vit w css teeec porn tae e asan es U 
GROUP 
ESTE el el 2 gee eC a ce SRG 
Piatt GRAND DRIVER, «544 + obs. < OS Re ee fe eee UH 
BVT Gy Oe ee BEA CO, kr eee te ee Gir ME LET OS 
NUAIETIVY ORTORR) ee oc Cy aisha ee cee es A ALBEE LU chien lonues Pare UP 
PIECE ANEOUGTICAHORER © .0 0. v= soe. cs e's alee 0 tA eee Rees ee LEZ 
JE Sea a Se Oe a Ft ee ee RUNGE thet in oh S ochiiet Pe 
eee Pe 9G OE Bi es) Ole: Sires cls: alc A Pw ck heros Vie atc pe Pa hl wees 


PROPOSED RESOLUTION OF THE BOARD OF ESTIMATE AND APPORTIONMENT 
PROVIDING FOR APPROVAL OF TITLES BY THE MUNICIPAL CIvILE SERVICE 
CL CNAs oe een oP wn ee EW see ee Pea a ey 


PROPOSED STANDARD FORM OF REPORT ON CHANGES IN THE STANDARD 
SPECIFICATIONS FOR PERSONAL SERVICE TO BE SUBMITTED BY THE COM- 
MITTEE ON SALARIES AND GRADES TO THE BOARD OF ESTIMATE AND 


ENVEE ONG A TONS EN BIN Re bk Ride Pe Nah CURR a le Oey BONER 


PROPOSED STANDARD FORM OF REPORT ON TEMPORARY SUSPENSION OF THE 
PrRovisIoNns GOVERNING INITIAL COMPENSATION IN THE STANDARD 
SPECIFICATIONS FOR PERSONAL SERVICE TO BE SUBMITTED BY THE 
COMMITTEE ON SALARIES AND GRADES TO THE BOARD OF ESTIMATE 


PORTE MMMENCE TOCCOA EOIN Tabs, Sandie eee oh crn et Oe ol ea ro eias atthe fate 


INCREASED Cost oF LIVING FoR AN UNSKILLED, LABORER’S FAMILY IN 


NERC Kae (SLU ein oe ee eee re ae nih gh, se oe ear 
LICRS Teo TAN DARD OPECIRICA TIONS fore ae le eek lee ace’e c Cae wel 


Tie a TOTES AN Ds oA ROL S ae re ee ea pod owed ew wee 


307 
309 
310 
311 
ors 
SI: 
ole 
316 
319 


ered 
o22 
323 
326 


oat 
335 


338 
338 


341 


342 


343 


344 
345 
405 


This revised edition of the standard specifications now in use covering 
duties, titles, compensation and qualifications of employes, published by the 
Committee on Salaries and Grades, embodies such changes as have been indi- 
cated by two years of current application, including the preparation and ad- 
justment of personal service schedules for the annual tax budgets for 1915, 
1916 and 1917. 


WILLIAM A. PRENDERGAST, Chairman, 
Comptroller. 


JOHN PURROY MITCHEL, 
Mayor. 


LEWIS POUNDS, 
.President, Borough of Brooklyn. 


INTRODUCTORY STATEMENT 


The standard specifications for personal service aim to furnish a simple 
and logical classification of all employments in the city government, with 
general descriptions of duties, appropriate titles and rates of compensation, 
and conditions governing initial appointment, advancement and promotion 
as a basis for appropriation and current fiscal and civil service control and for 
information to present and prospective employes and the public. 


1. BASIS OF CLASSIFICATION— 

The general classification is in the form of grand divisions called Services, 
divisions of Services called Groups and Grades within Groups. The following 
are the definitions of these terms: 


Service— | 
The term “ Service ” is used to designate the broadest convenient division 
of related offices and employments determined irrespective of the legal class 
~ to which they belong, suchas Professional Service, Inspectional Service, 
Glerital Service. 
All employments have been divided into the following services: 


Executive 
Legislative 
Judicial 
Professional 
Sub-Professional 
Investigational 
Educational 
Clerical 
Inspectional 
Custodial 
Institutional 
Police 

Loin pes 
Street Cleaning 
Skilled Trades 
Unskilled 


Group— : 

The term.“ Group ” is used. to designate a subdivision of a service estab- 
lished for the purpose of distinguishing the work or duties: generally per- 
formed in the same profession, vocation, trade or calling, such as: 

Physician Group 
‘Bookkeeper Group 
Prison Keeper Group 


10 


Grade— 

The term “ Grade” is used to designate a subdivision of a group distin- 
guishing the specific quality of work or duties to be performed by individual 
officers or employes and an appropriate range of salary, the distinctions be- 
tween grades being based upon clearly discernible differences in the impor- 
tance, difficulty, responsibility and value of the work. 


Discussion and Explanation of Services— 


The services which have been adopted do not represent the only possible 
divisions of employments, but they seem to be those which are best suited to the 
needs of New York City. It will be seen that although the theory of stand- 
ardization is that the divisions are along functional rather than departmental 
lines, it was not possible to maintain this distinction in all cases. 

The ExEcuTIVE SERVICE includes only the functions of the executive heads 
of departments, in all cases elective or appointive officers. It is, however, recom- 
mended that the secretaries of departments who are at present exempt officers 
should in future be classified as competitive in order to provide for a high per- 
manent officer in each department, who will not be affected by change of adminis- 
tration. 

The LEGISLATIVE SERVICE includes the functions of the board of aldermen, 
and the JupicriAL SERVICE those of the judges and magistrates. Up to the pres- 
ent time no recommendation as to salary has been made for these services. They 
are included more for the purpose of providing a complete classification of all 
employments than with any immediate prospect of adjusting the present salaries. 
These services may be completed at any time in the future. 

The ProressionaL SERVICE includes only the recognized professional em- 
ployments requiring such high qualifications of professional training and expe- 
rience as clearly differentiate them from employments in the sub-professional 
service. The SuB-PROFESSIONAL SERVICE includes positions as assistants to mem- 
bers of the professions, such as draftsmen, laboratory assistants, law clerks, 
etc., who should have an opportunity to graduate into the professional ranks, but 
should not be classified or paid on a professional basis. 

The INVESTIGATIONAL SERVICE includes the higher type of examining and 
investigational work in central staff agencies and in public charitable and social 
work. 
The EpucaTIONAl SERVICE as presented includes only positions as industrial 
instructors, recreation instructors and other miscellaneous instructors. The main 
body of teachers is at present under the control of the Board of Education and 
their salaries are fixed by law. At some time in the future it may be thought 
advisable to bring the salaries of these teachers under the control of the Board 
of Estimate and Apportionment. 

The reasons for creating the CLEericaL SERVICE are obvious. The word 
“ clerical” is a very comprehensive term and under it are included all kinds of 
office work not requiring particular training and skill of the kinds set forth in 
the other services. 


1] 


The INsPECTIONAL SERVICE includes health, trade, building, public works, 
safety and other inspections involving observation and inquiry of a more routine 
and stereotyped nature than that included in the investigational service. 

The CustropiaL Service includes work or the supervision of work closely 
related to laboring work, but of a character involving the custody of public prop- 
erty, such as the work of caretakers, janitors, watchmen, storekeepers, bridge- 
tenders, animal keepers, etc., and of their supervisors. 

The INsTITUTIONAL SERVICE is another service which is not entirely func- 
tional and does not include all employes in the city performing a certain kind 
of work. It includes in general all positions in institutions other than those involv- 
ing professional work, from helpers and artisans up to and including lay adminis- 
trators. A helper in an institution who receives maintenance may be doing work 
very similar to that of a laborer or skilled laborer in other departments, but 
the conditions of employment and salary are so different from those of employes 
in other departments as to constitute for purposes of classification a separate and 
distinct kind of employment. 

The Poxice, Frre and STREET CLEANING SERVICES consist.of the largest spe- 
cialized uniformed forces of the city. It is true that the duties of the rank and 
file of the street cleaning department are very similar to those of laborers and 
that the duties of the police are si!milar to those of inspectors, investigators and 
watchmen, but these forces have peculiar identities and duties of their own, and 
no purpose could be served by classifying them otherwise than separately. The 
police and fire services are not included in this volume. The police service has 
been printed in tentative form. The fire service is not yet ready for initial print- 
ing. Both of these services involve legislative action. They will be presented to 
the Board of Estimate and Apportionment in the near future. 


The SKILLED TRADES SERVICE includes the recognized skilled trades, mostly 
unionized trades, and, in addition, helpers in the skilled trades, the super- 
visors of skilled workers and a few classes of technical employes, such as fire 
telegraph dispatchers and employes on city boats, who have been placed in this 
service because the work is more closely related to the skilled trades than to any 
other class of employment in the city service. There is a great advantage in keep- 
ing the skilled trades, particularly the unionized trades, together, since the problem 
of determining prevailing rates for these employes should be dealt with as a 
whole. 

The UNSKILLED SERVICE includes positions as laborers, park workers, driv- 
ers, hostlers, stablemen, cleaners and supervisors of laborers, in general, employ- 
ments requiring physical strength or the ability to supervise physical workers. 

Provision was originally made for a managerial service to include adminis- 
trative offices other than those of the highest executives, such as superintendents 
of bureaus of public buildings and offices, ferries and parks, the chief of the fire 
prevention bureau, etc., with the idea that these positions, although associated 
with particular groups in other services (for example, the heads of the bureaus 
of buildings with the inspectors of buildings in the inspectional service, the chief 
of the fire prevention bureau with the inspectors of fire prevention, the head of 


12 


the bureau of public buildings and offices with the caretakers and janitors of 
these buildings) are not in the line of promotion in these other services, but are 
positions for which general administrative ability and experience constitute the 
primary qualifications, rather than experience along any particular specialized 
lines. However, after considerable discussion it was decided to abandon this 
service because it was found impossible to limit the number of positions included 
in it and because it complicated the classification. It was also found that a con- 
siderable number of these administrative positions, although now appointive, 
might at some time in the future be filled by promotion from positions of lower 
but corresponding character. Moreover, in fixing salaries these positions could 
not be considered as isolated administrative positions, but had to be considered 
in relation .to the groups of employes under supervision. It was, therefore, finally 
decided to place these positions at the head of the groups with which they are 
most closely associated. For example, the caretaker group in the custodial service 
includes positions all the way from that of caretaker,or janitor to that of superin- 
tendent of public buildings and offices, even though the superintendent of public 
buildings and offices is at present an exempt officer, appointed not because he has 
had experience in the lower grades, but because in the opinion of the appointing 
officer he has sufficient administrative ability to take charge of the maintenance of 
public buildings. 


2. BASIS OF DESCRIPTIONS OF DUTIES— 


The descriptions of duties have been drafted as the result of exhaustive 
studies of work performed and required in existing positions throughout the 
various departments and offices of the city government. These studies have been 
supplemented by conferences with department heads and other employes. 

An attempt has been made to make the descriptions of duties as clear and 
concise as possible. It was not thought wise to introduce too much detail because 
the details of duties attached to a particular position are necessarily variable, 
because only a general description is required in order to identify and appraise 
a position and because space and time are saved by cutting down all descriptions 
to absolute essentials. However, in order that no differences of opinion may arise 
in appraising positions, specific examples of work performed have been given, 
where necessary, to amplify and illustrate the duties definitions. In addition, the 
footnotes to certain grades inelude references to the titles and location of exist- 
ing positions appraised in these grades. 


3. BASIS OF DETERMINATION OF TITLES— 

The standard titles have been determined in accordance with the following 
‘principles and are approved by the Municipal Civil Service Commission: 

(a) Titles have been made descriptive of duties. Long titles have been 
avoided. Such qualifying words as “expert” have not been used. 


(b) Titles. have been made generic wherever possible, such as Chief 
Clerk, Senior Clerk, Clerk, Assistant Clerk, Junior Clerk, or Chief Engineer, 
Engineer, Senior Assistant Engineer, Assistant Engineer, Junior Engineer. 


13 


Where specialized titles are required, they have been created by adding de- 
scriptive words after the generic title. For example, if a specialized position 
requiring the services of an assistant engineer conversant with the installa- 
tion, operation and maintenance of power plants is to be created, the title 
should be Assistant Engineer (Power Plant Supervision) and not Power 
Plant Expert or Fuel Engineer. In this way, in all but a few cases, the title 
will immediately identify the rank and grade of an employe and the special- 
ized field in which he is qualified will be indicated by a word or words in 
brackets. 


4. BASIS OF RATES OF COMPENSATION— 
The rates of compensation which the Bureau of Personal Service recommends 
are based upon the following factors: 


(a) The Market Value of the Particular Kind of Work Performed. 

In determining this, inquiries were made of leading corporations, such 
as the insurance companies and public utility corporations, department stores, 
large contractors, charitable organizations, business and banking houses in 
the city of New York and in other places where work and living conditions 
were thought to be comparable. Inquiries were also made to determine the 
rates of compensation in the national government and in the larger American 
city and state governments, especially where scientific methods have been 
employed to determine salaries. It has been found unwise to use rates paid 
in other government units without careful consideration of differences in 
local conditions and methods adopted in fixing rates. The rates paid in 
private corporations in the city of New York have been of greater value. 
Studies have also been made of rates and conditions governing advancement 
in European cities.1 

Since the first edition of this volume appeared, abnormal industrial 
conditions have led to a rise in salaries and wages in a large number of 
private employments. These conditions have also been reflected in the city 
government. The question of just what influence such market conditions 
should have on standard rates of compensation is extremely complex. In 
general, it may be said that although the city must in the long run pay some- 
what higher rates than private employers, sudden, abnormal and presumably 
temporary rises in rates in private employment, excepting in the skilled trades 
and unskilled services, may not be recognized by the city. Permanence of 
service and the prospect of regular increases in salary in the city service, are 
considerations which in the majority of cases more than offset high salaries 
in temporary positions in private employment. It is not, however, to be 
supposed that the proposed standard rates of compensation are immutable 
even for a few years. There must always be changes in the rates to meet 


*For Salary Schedules in Frankfort-on-the-Main, Germany, see Appendix F of 
Report on Cost of Living for an Unskilled Laborer’s Family in New York City, pub- 
lished by the Bureau of Personal Service, 1915. Copies of this pamphlet are available 


for distribution. 


14 


market and industrial conditions, as well as to meet changes in organization 
and in other local conditions within the city service. Two methods of 
changing compensation rates are recommended, one to meet temporary con- 
ditions and the other to meet conditions which are likely to continue. In 
the former case, it is recommended that the Board of Estimate and Appor- 
tionment pass a resolution temporarily suspending one or more of the initial 
rates in a grade! This involves no permanent change in the specifications. 
In the latter case, it is recommended that the Board of Estimate and Appor- 
tionment, upon report of its Committee on Salaries and Grades, pass a 
resolution changing the specifications, that is, substituting a new regulation 
for the existing one.? 


(b) Conditions Peculiar to Government Service in General. 

Excepting a relatively small number of positions, the city service is not 
yet attractive to the best talent in professional life, business, universities 
and schools. Advancement and promotion are slow, and it is still believed 
by many that they are not based solely upon merit. In the case of many 
positions private employers do not regard experience in the city gov- 
ernment as a good recommendation. Many persons, particularly ambitious 
young men, do not think that as good experience can be gained in the city 
service under existing conditions of leadership and working standards as 
in private employment in which proper leadership and severe working stand- 
ards are an economic necessity. It is the prevailing opinion outside of the 
city government itself that the business of the city is not transacted as effi- 
ciently as the business of large private employers. Many persons refuse 
to enter the city service because they do not wish to submit to civil service 
examinations for initial appointment or promotion. In many branches pri- 
vate business offers far greater opportunities for conspicuous material suc- 
cess than government employment. Great improvements have undoubtedly 
been made in the city government in these respects, but the fact still remains 
that it is necessary to pay higher rates than those paid in the most progres- 
sive private employments if it is hoped to attract and retain equally competent 
employes. 


Special Conditions Surrounding Certain Employments in the City 
Service. , 

There are numerous positions in the city service not found in private 
employment, or differing from positions with the same or related titles in 
private employment in so many essentials that comparisons in salary are 
often of apparent rather than real value. For example, although Fire 
Telegraph Despatchers are performing work similar in some respects to the 
work of regular telegraph despatchers and train despatchers, a large part 
of their duties is peculiar to a city fire alarm system. The fixation of their 
compensation by comparison with private employment without regard to 


*See page 343. 
*See page 342. 


15 


their peculiar duties would be unfair and inaccurate. The difference is even 
more marked in the supervisory positions in the city fire alarm system. 

There are other positions in the city service which have no exact parallel 
in private employment, but for which the salary rates cannot be fixed with- 
out reference to the salaries of related positions in private employments ; for 
example, the rates for inspectors in the city service must be fixed with due 
regard to the rates for the laborers, journeymen or foremen whose work 
they examine and from whose ranks they are generally recruited. It does 
not, however, follow that an Inspector of Public Works must receive as 
much as a Foreman of Asphalt Workers or that an Elevator Inspector must 
receive as much as an Elevator Constructor. In the original editions of the 
specifications the minimum rate for inspectors was fixed at $1,140 and the 
maximum in a number of cases at $1,380. As the result of experience in 
the application of existing rates, it has been thought wise to raise the mini- 
mum slightly to a uniform figure of $100 per month and to recommend a 
single maximum rate of $1,500 for the different kinds of inspection work 
which are of approximately equal value. It must be admitted that ideal 
inspectors cannot be obtained even at these rates. The solution of the 
inspectional problem lies in the extension wherever possible of the employ- 
ment of professional men under titles and salaries in the professional service ; 
for example, a wide use should be made of Engineering Assistants and 
Junior Engineers in buildings, public works and electrical inspections and of 
Physicians, Veterinarians and Pharmacists for food and sanitary inspection. 

There are, in connection with certain positions, conditions of location, 
housing, long hours and surroundings which have had a direct bearing upon 
the rates of compensation finally recommended. This is especially true in 
the case of institutional employes. The remote location of institutions, the 
unpleasant character of inmates and patients, poorly prepared food, bad 
physical conditions, overcrowding, undesirable associates in dormitories and 
rooms have been some of the causes which in the past have contributed to 
the refusal of properly qualified and respectable persons to enter and remain 
in the institutional service.1 

While some of these conditions have been greatly improved since the 
first edition of the specifications became effective, and will no doubt con- 
tinue to improve, there are others, such as remote location and the char- 
acter of inmates and patients, which will remain. As a result, the rates for 
some of the domestics and helpers in city institutions must be higher than 
those in private hospitals and institutions. On the other hand, there are 
employes in institutions, such as male helpers and artisans, who will render 
satisfactory service at rates considerably lower than those received by per- 
sons performing similar work in private employment and even in other 
branches of the city service. For example, there are persons who have some 


*See a Brief Report on the Institutional Helper Problem, published with the 
original tentative edition of the specifications for the Institutional Service by the Bureau 
of Personal Service. Copies of this pamphlet are available for distribution. 


16 


skill and experience in carpentry, plumbing and other skilled trades, but who, 
on account of age, lack of ambition and other causes, are willing to accept 
employment at low salaries in institutions where they will receive main- 
tenance. These persons in many cases render satisfactory service in the 
current upkeep and repair of the physical plant. 

In fixing the salaries for almost all the lower class of help in institutions, 
provision has been made for an additional allowance of $240 annually, in 
lieu of maintenance, so that as many employes as possible may live outside 
the institutions. Some progress has been made during the past two years in 
reducing the number of persons receiving maintenance. In practically all 
cases it has been found that a more desirable class of help can be secured 
where residence is not required and a satisfactory allowance is made in lieu 
of maintenance. The reduction of the number of employes maintained in 
institutions lessens overcrowding, lightens the administrative burden of the 
heads of institutions, and effects considerable economy for the city. It 
may possibly be desirable when the next edition of the specifications appears’ 
to raise the allowance in lieu of maintenance from $240 to $300. 


(d) Peculiarly Favorable Conditions Surrounding Certain Employments 
in the City Service. } 
In a large number of employments in the city service, hours of work, 
physical surroundings and provisions for vacations and sick leave are more © 
favorable than those found in private employment. There are certain em- 
ployments, particularly in the skilled trades, in which the city is an exceed- 
ingly generous employer if such factors as continuity of employment, vaca- 
tion and the possibility of a pension are taken into consideration. The city 
is employing a large number of skilled workmen from 278 to 365 days a 
year and paying them the prevailing rate for each day, including a liberal 
vacation period. Some of these employes are kept at work of minor impor- 
tance when there is not a full day’s work in their particular trade. A number 
of employes who nominally work every day in the year, such as Stationary 
Engineers and Firemen, are, in fact, relieved three or four days a month. 
The rate which the city pays is based upon Section 3 of Article 2 of the 
New York State Labor Law, commonly called the prevailing rates of wages 
law. In the absence of any recognized definite procedure governing the 
determination of the prevailing rate and in the absence of regular investiga- 
tions by city examiners, the city has in many cases paid a rate which is not 
the prevailing rate but the union rate. It is obvious that the prevailing 
rate in the skilled trades is high, largely because the work is seasonal, 
resulting in long periods of idleness and unemployment. In _ the 
case of city employment, however, a great many skilled laborers are not 
subject to any trade fluctuations, but are employed constantly. The Bureau 
of Personal Service has made a detailed study of this wage and salary problem 
in the skilled trades. The following are the conclusions reached by the Bu- 
reau of Personal Service as to the fixation of rates for the Skilled Trades 
and Unskilled Services: 


17 


(1) The prevailing rate is the rate paid to the majority. If no one rate 
is received by a majority, the prevailing rate is the rate received by the 
largest number, provided that this number is considerably larger than the 
number receiving any other rate. However, in the case of several different 
rates with almost equal numbers receiving each rate, the most reasonable 
solution would appear to be to take the average of all the rates. The State 
Labor Law requires that the wages paid by the city government be based 
upon a daily rate. 


(2) The union rate is a rate set up by the union, which may or may not 
be a prevailing rate. In a number of cases it is not a prevailing rate, but a 
rate which the union tries to enforce. The fact that the union establishes 
a certain rate is not in itself proof that this is the prevailing rate. In 
some instances the facts disclosed by investigation have indicated the con- 
trary. On the other hand, there is a considerable number of cases in which 
the union rate appears to be the prevailing rate. 


(3) Although it is argued by many employers that laborers, workmen 
and mechanics may legally be employed at a fixed annual salary, it is not 
recommended at this time that annual rates be paid except where this prac- 
tice is already established in the city government and prevails in private 
employment. 


(4) The city should make inquiry at least once every year to dis- 
cover what is the prevailing rate. This information can be obtained most 
readily by co-operating with the State Industrial Commission in sending 
questionnaires to employers. Co-operation with the state department will 
insure from employers compliance with this request for information. No 
municipal body, however, is authorized to make the final and conclusive de- 
termination as to the rates of wages. An employe may at any time question 
the correctness of the rate as provisionally fixed and may take the matter 
to the courts for decision. However, an employe who accepts the rate as 
provisionally fixed without protest waives his right to any greater sum. 
Whenever a claim is made, supported by evidence that there has been a con- 
siderable change in the rate, the city should revise this provisional rate in 
conformity with the facts developed by a special investigation. 


(e) The Assumption That New York City Wishes, as Far as It Is Finan- 
cially Able, to Be a Model Employer. 

In those employments in which private corporations generally pay 
inadequate salaries or take advantage of unemployment and other market 
conditions, the Bureau of Personal Service has recommended salaries con- 
siderably higher than private corporations pay under normal industrial con- 
ditions. For example, the almost uniform rate of $2.50 a day which has been 
paid by the city of New York to its unskilled laborers for some years was 
never based upon the rate prevailing in private employment in and in the 
neighborhood of the city. At the time of the first publication of these speci- 
fications private employers and contractors were paying as little as $1.70 a day 


18 


to unskilled labor. Now they are paying as much as $3 a day. The pre- 
vailing rate in private employment has been invariably determined by 
market conditions, that is, by the lowest rate for which satisfactory labor 
service can be purchased at any given time. It has not been based in any way 
upon minimum wage principles or upon studies of the cost of living, although 
these elements have entered indirectly into the willingness of the laborer to 
accept the prevailing rate. Upon the assumption that the city of New York 
wishes to pay its employes salaries or wages which bear a proper relation to 
the salaries or wages prevailing among. representative private employers, 
and at the same time wishes itself to be a model employer, the Bureau of 
Personal Service, at the suggestion of the Bureau of Municipal Research, de- 
cided that it was essential to make a study of the cost of living for unskilled 
laborers in the city of New York. A separate report on this subject was made 
in 1915 by the Bureau of Personal Service with the assistance of the Bureau 
of Municipal Research.! This report has gone into a second edition and has 
been in considerable demand in all parts of the country. 

The conclusions drawn in this report were that below $840 a year or $2.70 
a day an unskilled laborer’s family of five persons could not maintain a stand- 
ard of living consistent with American ideas. As a practical application of 
this conclusion no maximum rate below $840 was recommended for the rank 
and file of the Street Cleaning Department and the Bureaus of Street Clean- 
ing in Queens and Richmond, for unskilled laborers, stablemen, hostlers, 
drivers, cleaners, deckhands and other unskilled manual workers. A minis 
mum of $720 was established for positions in these groups, but the corre- 
sponding per diem rate of $2.30 was never made effective in the case of 
laborers, who have continued to receive $2.50 a day. 

Since the appearance of this report the cost of the necessities of life 
has materially increased. A second study of the cost of living was there- 
fore made during February, 1917, by the Bureau of Personal Service with 
the co-operation of the Bureau of Municipal Research, which indicates that 
the minimum wage for the family above-mentioned has risen from $840 to 
about $980.2. It is not to be presumed that this is a permanent condition 
requiring complete revision of rates, but it is at least fair to assume that 
some change in rates is required. The lowest maximum for the unskilled 
groups, excepting cleaners, has, therefore, been placed at $888 per annum, 
or $2.80 per diem, and the minimum at $792 per annum, or $2.50 per diem. 

It will be desirable from time to time to make further studies of the 
cost of living in New York City. It may be desirable to extend these studies 
to classes of employes above unskilled laborers. For example, there is 
obviously such a thing as a minimum wage for a clerk, policeman or fireman 
with a family of five persons. 


*See Report on The Cost of Living for an Unskilled Laborer’s Family in New York 
City, 1915. Copies of this pamphlet are available for distribution. 

*See Report on Increased Cost of Living for an Unskilled Laborer’s Family in New 
York City, Bureau of Personal Service, 1917. Copies of this pamphlet may be obtained 
through the Municipal Reference Library. A brief summary is included in this volume. 
(See page 344 of the appendix.) 


19 


(f) The Theory That a Range of Salary Rather Than a Fixed Rate 
Should Be Established for Most Grades in the City Service. 

The experience of the most progressive private corporations and gov- 
ernments in this and other countries indicates that even if it is possible to 
determine exactly the value of a particular position, it is nevertheless pre- 
ferable to establish a range of salary with a minimum compensation some- 
what below and a maximum somewhat above that exact value. This range 
of salary reflects the fact that in many cases an employe enters a position 
with relatively little experience and that through application and experience 
over a considerable period of time his usefulness increases to its maximum 
value. Advancement within this range of salary from the minimum to the 
maximum is held out as an incentive to efficient service. In the case of a 
classification of city employments in which a number of positions of similar 
but not identical value must necessarily be placed in the same grade, it is 
absolutely essential that there should be a range of salary fixed for the 
grade, the minimum of which should be a proper minimum for the least 
important position in the grade and the maximum of which should be a 
proper maximum for the most important position in the grade. In the 
lower grades, all positions are usually worth from the minimum to the 
maximum compensation, assuming that the quality and quantity of service 
rendered by the incumbents are up to standard. However, in the higher 
grades, where positions within the same grade frequently differ in 
importance and value irrespective of the efficiency of the incumbents, 
the maximum rate and, in some cases, the initial rate must be 
determined upon the basis of a specific appraisal of the value of the position 
in question. The principle involved has long been recognized by implication 
in the grades established by the Municipal Civil Service Commission. Under 
the rules of the Commission persons who are successful in passing the 
qualifying tests become eligible for salaries between a minimum and a maxi- 
mum. It should be added that the ranges of salary proposed as compensa- 
tion rates by the Bureau of Personal Service have been set up on lines parallel 
to the qualification requirements recognized by the Municipal Civil Service 
Commission. In certain cases an exception to the general rule of a range 
of salary has been made and flat rates have been established, notably in 
positions as foreman in the various skilled trades. This exception is neces- 
sary because of the relation which must be preserved between the rates paid 
these foremen and the prevailing daily rates paid the skilled workmen whom 
they supervise. 


(g) The Establishment of a Proper Pension System. 

There are at the present time separate pension funds for several groups 
of employes and a general pension provision under the so-called Grady law 
covering all employes other than those provided for under the special funds. 
The Grady law provides for retirement on account of disability at the end 
of thirty years of service. A number of the separate pension funds are bank- 
rupt or actuarially unsound. The Pension Division of the Bureau of Per- 


20 


sonal Service, formerly the Commission on Pensions, will ultimately 
prepare a plan which will undoubtedly confer greater benefits than now 
accrue to the average employe through the provisions of the Grady law. The 
present pension conditions and future pension plans of the city have been 
as far as possible borne in mind in connection with the fixation of rates and 
conditions governing advancement throughout the service. The fact that 
since January 1, 1917, the pension agency has become associated with the 
former Bureau of Standards in a single Bureau of Personal Service should 
insure harmonious development of all personal service work. The proposed 
new pension system or systems will, undoubtedly, be a contributory system. — 
The influence on salaries of a contribution of about 4 per cent., especially 
in the lower grades, must soon be considered. The new pension plans have 
not as yet progressed far enough toward adoption to warrant thorough 
reconsideration of salaries in the lower grades from the point of view of 
pension contributions. 

(h) The Simplification of Accounting and Payroll Audit. 

For this purpose all rates are exact multiples of twelve. This will sim- 
plify accounting and payroll methods in almost all cases. Where the account- 
ing and payroll system is based on an hourly rate, as in the Street Cleaning 
Department, the proposed rates are not ideal, In this case, however, it was 
decided that the adoption of a system of rates divisible by 313 days and 
8 hours a day would involve difficulties and expenditures out of proportion 
to the accounting and payroll advantages. 


5. BASIS OF CONDITIONS GOVERNING INITIAL APPOINTMENT 
AND PROMOTION— 

The qualifications required for original appointment and promotion have 
been discussed at numerous conferences with heads of departments and employes, 
and have been agreed to by the Municipal Civil Service Commission. The qualifi- 
cations for initial appointment as originally proposed by the Bureau of Personal 
Service were more definite and stringent than those which now appear in the third 
edition of the specifications. The change is due to the fact that the Municipal Civil 
Service Commission has objected to those qualifications which were too specific and 
inelastic. For example, the Municipal Civil Service Commission has objected to 
qualifications for entrance which prescribe exactly the kind and length of study 
and experience required for pcesitions not of a distinctly professional or highly 
technical character on the ground that many desirable persons might be excluded 
through such qualifications. The intention of the Commission is not that entrance 
requirements should be lowered, but that sufficiently flexible rules should be 
established governing these requirements to allow a final decision to be made as 
to minimum qualifications before each examination is advertised. 

At least one of the objections to higher experience requirements in civil 
service examinations has been removed by the establishment of proper salary 
rates. Up to the present time the Municipal Civil Service Commission has been 
greatly handicapped in holding examinations for some positions by the low sala- 
ries offered. The proposed new salary rates should in almost all cases attract a 


21 


very desirable class of candidates to examinations. It now rests with the Munici- 
pal Civil Service Commission to establish such experience requirements and 
examination and rating standards for entrance and promotion, and to hold 
examinations at such intervals as will insure the appointment and promotion 
of persons qualified to receive the standard salary rates which the Board of 
Estimate and Apportionment is willing to pay. 

The history of the lst Grade Clerk list which expired recently affords an 
example of the necessity of higher standards in Civil Service examinations. In 
the examination held in May, 1913, the subjects and requirements were inade- 
quate. The rating standards were low; the age requirements were from 14 to 
18. The result was that of 3731 who took the mental examination, 3121 can- 
didates passed. The list was promulgated in December, 1913, and was, there- 
fore, in existence almost three years. Candidates as low on the list as No. 2191 
were certified for appointment. Some of these candidates who took the examina- 
tion at the age of 17 were over 21 years old when they were certified. The salary 
range of $300 to $540 originally recommended by the Bureau of Personal Service 
should under normal business conditions attract a very satisfactory type of office 
boy. This range was not, however, established for an incumbent 21 years old who 
during the three years which elapsed since he took the examination had made so 
little progress that he was willing to accept a position as office boy at a salary of 
$300. In the last examination for lst Grade Clerk, which was held by the present 
Civil Service Commissioners, higher age, educational and examination require- 
ments and rating standards were set up. 1480 candidates filed applications for 
this examination. The decrease in number was in a large part due to abnormal 
industrial conditions and to the objections of Public School and High School 
teachers to having their pupils leave school, but it was also due to the rise in 
requirements. Of 1228 who took the mental examination only 331 passed. Only 
263 finally passed the examination. If this examination is held once every year, 
with an even lower maximum age limit and higher standards, and the minimum 
rate conforms to market conditions, the city will be sure of getting the proper 
recruits in its large clerical service and in the other services which are fed by 
the clerical service. 

Under present pension conditions, age requirements should receive much 
greater emphasis than they have received in the past. Up to the present time, 
excepting positions for which there is a statutory limit of age at entrance into 
the service, age requirements have been set up with the sole idea of immediate 
fitness to perform the duties of the position. In the absence of provision for 
compulsory retirement, a large number of employes who enter the service late in 
life remain in the service after their mental and physical powers have become 
impaired. Pending the adoption by the Board of Estimate and Apportionment 
of a sound pension plan for the whole city, the question of proper age require- 
ments for entrance into the city service should be discussed by representatives of 
the Board of Estimate and Apportionment, the Bureau of Personal Service and 
the Municipal Civil Service Commission. 


22 


6. BASIS OF CONDITIONS GOVERNING ADVANCEMENT, I. E., OF 
SALARY INCREASES WITHIN GRADE— 


The amount of increase, that is, the difference between one salary rate and 
the next salary rate, is based upon a table which has been applied, with some 
exceptions, to all groups. This amount represents about 10 per cent. of the 
average of the salary range in question. 

There are several possible methods of granting increases in salary: 

(a) They may be entirely subject each year, as regards the individuals 
benefited and the amount of increase, to the recommendation of the head 
of each department based on whatever principle or method he and his advis- 
ers or superiors may choose to apply and to agreement with these recom- 
mendations by the appropriating bodies. This is the old method of granting 
increases which was in use in the majority of the departments up to this 
year and which is still in use in the higher grades. 

(b) They may be mandatory as in the case of uniformed firemen whose 
salary increases are provided for by law. 

(c) They may be automatic as in the case of patrolmen in the police 
department. In this case the amount of increase and minimum time of serv- 
ice are fixed in the Charter. Recently it has been the policy of the Police 
Commissioner and the appropriating bodies to give everyone who is eligible 
an increase. 

(d) They may be based upon service records, the amount of money 
available for increases being determined at least in part by accruals, the in- 
creases in the lower grades being more nearly automatic than in the higher 
grades and increases in the higher grades depending upon exceptional service 
and positive achievement rather than upon length of merely. satisfactory 
service. , 

The last method is undoubtedly the only sound and scientific one and is the 
method recommended by the Bureau of Personal Service and put into partial effect 
respecting the lower grade of employes in the 1917 budget. After the budget 
estimates for 1917 had been received, the Comptroller called for supplementary 
requests for increases for the lower grade employes on the basis of efficiency and 
length of service. Supplementary increases affecting over 3000 people and 
aggregating somewhat less than $200,000 were made on this basis. The new 
service record system is now being extended by the Municipal Civil Service Com- 
mission to all departments and before the work on the 1918 budget is commenced, 
it will be possible to formulate a plan for the making of all increases below $1500 
and a considerable number above this amount on the basis of service records. 
Below $1500 it is recommended that increases be made as follows: The Service 
Record Bureau of the Municipal Civil Service Commission will prepare statistics 
for the service record year ending May Ist indicating how many employes are 
rated, for example, Above Standard, Conspicuously Above Standard, and Far 


*See page 27. 
*See page 338 for copy of the Comptroller’s letter to heads of departments. 


a- 


23 


Above Standard, and how long each employe has served since his last increase in 
salary. It will then be possible for the tax budget committee to fix such stan- 
dards of merit and length of service as a basis for increases, as are compatible 
with the amount of money available for this purpose. This will do away in. large 
measure with the prolonged consideration of individual cases by the sub-committee 
on tax budget. Department heads will retain the right to present exceptional 
cases for consideration. This or some similar plan will place the increasing of 
employes within grade upon the same basis which now determines promotions 
from grade to grade under the existing civil service law.. This would greatly 
reduce the work of the budget committee and sub-committee in reviewing the 
budget and would put the whole question of granting increases in the lower 
grades on a practical and sound basis. Under this plan the increases are not 
mandatory or automatic, that is, they do not depend merely upon length of 
service. They are in all cases predicated upon a workable system of service 


records, such as the one which is now being developed by the Municipal Civil 


Service Commission, together with control by the Board of Estimate and Appor- 
tionment, which will render ineffective any attempts to insure increases by 
unduly hich ratings. 


It is recommended that increases be made only in the preparation of the 
annual tax budget to take effect on January Ist, excepting the lower grades in 
the Institutional Service in which provision is made for increases to take effect 
on July Ist as well as January Ist. Unless otherwise indicated, the length of 
service required at one rate before advancement to the next rate is one year. 
Tn certain of the lower grades the length of service required before advancement 
has been fixed at two years instead of one year. These requirements 
are indicated at the foot of the page in each of these grades under the heading 
“Special Condition Governing Advancement.” The fact that the city under 
present financial conditions cannot possibly grant increases every year, even to 
deserving employes, has necessitated this two years’ requirement. Service for 
two years or more is required before advancement in positions where 
little previous training is required or where there are small opportunities for 
promotion and where employes become valuable mainly through long experience 
in the city service. On account of the important part which individual capacity 
must play in determining advancement from rate to rate in the higher grades, no 
attempt has been made to fix the length of service required for advancement in 
these grades, excepting that these increases are also governed by the general 
rule requiring at least one year of service. 


It should be distinctly understood that it is not recommended that every 
employe shail receive an increase in salary at the end of the periods established, 
but only those giving evidence of meritorious service for the period required, the 
standard of meritorious service being progressively higher in each succeeding 
grade. 

Because of the financial fenton: which must control the appropriations 
recommended by the Board of Estimate and Apportionment, the standard of 
service entitling an employe to an increase must be determined annually for each 


24 


department in the preparation of the tax budget. Conversely, employes who 
render exceptional service are not prevented from getting increases in less time 
than that established in the grade or to a rate higher than the one immediately 
above. Such cases are covered by a special provision governing increases to 
higher rates than the one immediately above and within a shorter time than 
that stipulated for ordinary cases.1 

In a large number of cases a minimum of one year of service is required 
at the lower rates within a grade and of two years of service at the higher rates. 
This is done because it is desirable to afford encouragement to employes just 
entering the service and because spreading the increases over a number of years 
provides an additional stimulus to maintain a proper standard of satisfactory 
service. Moreover, since the intermediate rates within a grade correspond most 
closely to the rates paid in private employment, it is at those rates that employes 
may properly be expected to serve the longest time. 

When all increases in salaries are made to depend upon service ratings, em- 
ployes will make every effort to be rated fairly, and administrative officers will 
ultimately give much closer thought to their administrative and judicial functions 
as rating officers than they now give. 

The adoption of the principle of basing salary increases as far as possible 
upon “slack,” 4. e., upon accruals arising through not filling vacant positions or 
eliminating unnecessary positions and through filling vacancies at the lowest rate 
in each grade, will serve to encourage department heads to economize. It will also 
ultimately provide an adequate amount for increases in all excepting the smallest 
departments in which few positions can be eliminated and in which there is little 
change in personnel. In the case of these departments, special provision must be 
made for increases, so that there may be no discrimination against their employes. 
It must, however, be borne in mind that until the system of increases within the 
new grades has been under way for some time, accruals alone will not suffice 
to sustain the system. In the meantime the question of the number and amount 
of increases to be granted to bureaus within departments and to groups of em- 
ployes within bureaus must be carefully worked out in co-operation with the 
service record bureau of the Municipal Civil Service Commission, with due refer- 
ence to the necessity of providing reasonably regular increases for a reasonably 
large proportion of employes in the lower grades. 


7. USE OF SPECIFICATIONS AS A BASIS FOR APPROPRIATION 
AND CURRENT FISCAL CONTROL— 


The proposed standard specifications and salary rates have been in practical 
operation in the City of New York since February 1, 1915. The immediate result 
of the policy adopted by the Board of Estimate and Apportionment at that time, 
in regard to filling positions becoming vacant, was to place a complete embargo 
upon the inflation of existing salaries and the fixation of salaries at unfairly high 
rates. 


*See exceptions under General Rules Governing Advancement, page 30. 


25 


The tax budget committee, in preparing the budget for the year 1916, 
decided that it would make use of the standard specifications and salary rates in 
measuring all existing employment. Appraisals were made and submitted by the 
Bureau of Personal Service showing the minimum and maximum values of the 
work being done in all positions. Upon these appraisals the Board of Estimate 
and Apportionment based its official action regarding salaries. It was the feeling of 
the majority of the Board that a rigid application of standard rates to all salaries 
would bring too great hardship upon employes. Under the operation of this 
policy, approximately 5500 increases in salary were granted besides the man- 
datory or automatic increases for policemen, firemen and teachers. There were 
approximately 1100 decreases in salary, 2100 new positions added and 2800 
unnecessary positions eliminated. The net saving in personal service, excepting 
the salaries of policemen, firemen and teachers, was approximately $625,000. 


During 1915, the application of standard rates of compensation to the filling 
of vacant positions had been made by the Board of Estimate and Apportionment 
without regard to the necessity for filling these positions. In other words, if a 
position became vacant and the head of the department wished to fill it, the Board 
of Estimate and Apportionment concerned itself only to the extent that it should 
be filed under the proper title dnd at the proper rate. In the budget for 1916 
the Board took a further step in applying standards to vacancies, by requiring 
a certificate from the Committee on Salaries and Grades that the position was 
necessary. This rule has been in successful operation since January 1, 1916. A 
large proportion of positions which became vacant after January 1, 1916, were 
eliminated entirely, combined with other positions or filled at the minimum rate 
within the grade. The result of this control of personal service was that in pre- 
paring estimates for the 1917 budget, it was found that a large amount of “ slack ” 
was available out of which to make increases in salary within grade. Increases 
were made in this way, 7. e., without increasing the personal service appropria- 
tions of the preceding year, affecting 2375 persons and amounting to $310,696.60 


Experience gained both in the current application of standards during the 
year 1915 and in the preparation of the budget for 1916 made it clear to the 
Board of Estimate and Apportionment that the greater part of the economies 
possible in its effort to place city employment on a proper business basis lay in the 
elimination of unnecessary positions rather than in the reduction of salaries, there- 
fore no further reduction in the salaries of the present incumbents of positions was 
made in the 1917 budget by the Board of Estimate and Apportionment. 


The old plan of preparing budgets upon the basis of existing methods and 
salaries and of making only annual surface changes in these methods and salaries 
at budget time is being rapidly replaced by a synthetic plan based upon the actual 
work to be done. With an accurate knowledge of proposed work in each depart- 
ment, it has proved by no means difficult to determine the number and kinds of 
employes needed to accomplish it. The organization arrived at by this process 
furnishes theoretically correct schedules of personal service upon which the 
administrative authorities of the departments are gradually modelling their oper- 
ating schedules. . | 2 


26 


8. USE OF SPECIFICATIONS AS A BASIS FOR CIVIL SERVICE 
CONTROL— 

The present civil service classification of positions is in need of careful revi- 
sion and simplification. New and undescriptive titles have found their way into 
the classification during the last few years. There are positions in the exempt 
class which should be classified as competitive. In the absence of accepted gen-. 
eral definitions of duties to be performed under the various titles, of a current 
file of duties being performed by employes and of a system of inspection and 
control by examiners, employes have in many cases been assigned to duties for 
which they never qualified by examination. The regulations and procedure in- 
volved in the present civil service classification have become so complicated that 
only a few persons understand them. A new civil service classification based 
upon the proposed standard services, groups, grades, titles, definitions of duties, 
qualifications and salary limits has been agreed to by the Municipal Civil Service 
Commission, which is now urging upon the heads of all departments the de- 
sirability of adopting the new standard titles in place of the present obsolete 
ones. The Commission is also prepared to use the standard specifications as the 
basis for establishing examination standards, advertising examinations, checking 
payrolls and investigating the performance of work under proper title. 


9. USE OF SPECIFICATIONS AS A BASIS FOR INFORMATION TO 
PRESENT AND PROSPECTIVE EMPLOYES AND TO - THE 
PUBLIC— 


Up to the present time there have been no definite printed regulations indi- 
cating to present and prospective employes duties, conditions of compensation and 
lines of advancement in the various classes of employment in the city service. 
The standard specifications clearly indicate duties, conditions of compensa- 
tion and lines of advancement in every group in the city service, and 
also indicate the lines of advancement from the less important to the more 
important groups. For example, the lines of advancement are indicated within 
the Bookkeeper Group of the Clerical Service and from the Bookkeeper Group 
of the Clerical Service to the Accountant Group of the Professional Service. 
Similarly, lines of advancement are indicated within the Draftsman, Instru- 
mentman and Law Clerk Groups of the Sub-Professional Service, and from these 
groups to the Engineer and Lawyer Groups of the Professional Service. This 
information, which is now being published separately by the Board of Estimate 
and Apportionment, should be revised currently and republished annually as a 
joint publication of the Bureau of Personal Service and the Municipal Civil 
Service Commission. 


CONCLUSION— 

It cannot be claimed that all the rates of compensation proposed are satisfac- 
tory to all present city employes. In the numerous original conferences held by 
the Bureau of Personal Service, many employes expressed what appeared to the 
Bureau to be exaggerated estimates of the relative importance and value of the 


27 


work they were doing. In most instances, however, both employes and superior 
officers, after reviewing the data upon which the proposed rates were predicated 
and after experience in filling positions at the proposed rates, have agreed that 
these rates are reasonable and judging by the public hearings held in September, 
1916, on the standard specifications for personal service, the majority of employes 
are now Satisfied with the proposed ranges and rates of compensation. 

In presenting this revised edition of the standard specifications for personal 
service it is proper that acknowledgment should again be made of the continuous 
and invaluable co-operation of the Bureau of Municipal Research, notably of Mr. 
Robert Moses, who is in charge of the division of personal service in that Bureau, 
and of Mrs. Harrison Thomas. 

| GHORGHe  aliIRRELL, 


Director, Bureau of Personal Service. 


PRINCIPLES GOVERNING COMPENSATION 


I. Regulations Governing Amount of Increases— 


The regulations governing amount of increases are embodied in the following 


table: , 
DahIeerUPtO blscUU ia drs. fy 5's at Advances of $24, $30, $36, $48 or $60 
So a iComntiiiie 2001101 DLSO0 pac ss. wk « eile ale yokes Advances of $120 
Palettessi Oil mol SUU: 101 G2,400).. 5 vary are no vale eens Advances of $180 
Se ALI OIL G Te OZOH) LOO OOU she scans # dclvin de dats say ¢ Advances of $240 
Bid PE LOT OT O 004 U0 ses fas aces oso oc oy abe Advances of $300 
leet SELTOUL NE OU TOPO, bein. o's oBbte de! nesters lewis Advances of $420 
Salary tates above-$6,120......,.. $6,600, $7,200, $7,800, $8,400, $9,000, 


$9,600, $10,200 
No recommendation is made above $10,200, excepting in the Com- 
missioner Group.? 


The following general principles determine the amount of increase, whether 
$24, $30, $36, $48 or $60, in salaries up to $1,200: 


1. $24 increases per annum (or $0.10 increases per diem) are applied 
in the case of positions involving manual labor of the simplest character in 
the lowest grades of the Unskilled, Skilled Trades, Institutional and Street 
Cleaning Services, such as Laborer, Cleaner, Deckhand, Hospital Helper and 
Sweeper. 

2. $30 increases are applied in the majority of positions in the Institu- 
tional Service involving domestic or handicraft work in institutions of a 
more difficult or supervisory character, such as Senior Hospital Helper, 
Cook and Hospital Attendant. 

3. $36 increases are applied in the case of positions in the lowest grades 
of the Custodial Service involving work requiring ability and responsibility 


‘See exception on page 32. 


28 


somewhat above that required in ordinary manual labor, but not ranking 
with the skilled trades in these respects, such as Bridgetender, Caretaker, 
Elevator Operator, etc. 7 
4. $48 increases are applied in the case of positions as Assistant Fore- 
man in the Street Cleaning Service. 
5. $60 increases are applied in the case of the following positions: 
a. Positions in the lower grades of the Professional, Sub-Profes- 
sional, Investigational, Educational, Clerical and Inspectional Services. 
b. Positions in the Skilled Trades Service to which annual salaries 
are attached, involving work in recognized skilled trades and similar 
employments, such as Fire Telegraph Despatcher, Motor Driver, Pho- 
tographer, etc. 
c. Positions as Foreman in the Unskilled and Street Cleaning 
Services. (A per diem increase of $0.20 is also provided for Foremen.) 
d. Positions in the Institutional Service involving the more dif- 
ficult forms of non-professional work in connection with institutions, 
such as Coffee Roaster, Laundryman, etc. 


II. Exceptions to Regulations Governing Amount of Increases— 


1. It has been found necessary to make special regulations governing 
increases from certain rates. Where there is a rate of $1,140, $1,740, $2,340, 
$3,480, $3,540, $4,620, $4,680, $4,740, the increase appropriate to the range imme- 
diately above has been applied. Therefore, the next rate after $1,140 is $1,260, 
after $1,740 is $1,920, after $2,340 is $2,580, after $3,480 is $3,780, after $3,540 
is $3,840, after $4,620 is $5,040, after $4,680 is $5,100, after $4,740 is $5,160. 
The next rate after $2,280 is $2,460, unless the increase involves promotion to a 
higher grade, in which case the next rate is $2,520. 


2. In the case of a higher grade involving initially much greater responsi- 
bilities and much more important duties than any in the grade below, the mini- 
mum salary rate for the higher grade has been placed above the amount fixed 
by the general rule. For example, the maximum salary for a Head Dietitian in 
Grade 2 is $1,380, while the minimum salary for a Departmental Dietitian in 
Grade 3 is $1,800. 


3. Below $1,200, $120 increases are applied in some cases, for example, 
where the city is employing professional men who can not be expected to remain 
long within a grade at a low salary rate. The first grade in the Engineer Group 
is an example of this kind of exception. 


Increases of $120 are also applied to rates below $1,200 in the Laboratory 
Assistant Group. This exception is made because of the fact that persons with 
almost professional qualifications are attracted into the city service as Labora- 
tory Assistants. They could not be expected to remain long enough to reach the 
maximum in a grade whose range is so wide, with an increase of only $60. 
Moreover, the Laboratory Assistant Group constitutes in the case of bacteriology 


29 


and pathology the only avenue through which persons may be promoted into the 
responsible professional laboratory positions, because of the absence of an appren- 
tice grade in the laboratory groups of the Professional Service. 

$120 increases are also applied in some cases where a considerable period 
of apprenticeship is required before entrance into the grade; where, therefore, 
mature persons for whom a $60 increase would not be adequate, enter at a com- 
paratively low salary rate, and the maximum rate represents the proper salary 
at the end of two or three years’ experience in the city service, as in Grade 1 of 
the Bookkeeper Group and Grade 2B of the Clerk Group. 


4. Above $1,200, $60 increases are applied in some cases, for example, 
where it is expected that employes will remain within a grade for a long time and 
an increase of $120 is thought to be too large. The salary rates for Supervis- 
ing Field Nurse in Grade 2 of the Nurse Group are examples of this kind of 
exception. $60 increases are maintained in the first grade of all inspectional 
groups up to $1,500. 


5. It is recommended that Internes in the city service be paid rates ranging 
from $120 to $240, and Pupil Nurses rates ranging from $96 to $180, according 
to the desirability of the training afforded in the institution in which they are 
serving. This is not in the nature of a salary; it is a stipend to provide for 
personal needs beyond the bare maintenance which the majority receive at present. 


6. In the Deputy Commissioner Group, the rates recommended are as 
follows: $3,600, $3,900, $4,200, $4,500, $4,800, $5,100, $5,400, $6,000, $6,600, 
$7,500. 

In the Commissioner Group the rates recommended are as follows in Grade 
1: $3,600, $4,500, $5,100, $6,000; in Grade 2, $7,500, $9,000, $10,500, $12,000, 
$13,500, $15,000. 


III. Service Every Day in the Year— 


Provision is made in only a very limited number of cases for a special 
range of annual salary for regular service every day in the year, as it is not 
desirable that any employe should work so constantly. It is recommended that 
wherever possible employes be relieved from work not less than one day in seven. 
In almost all cases where Sunday employment is necessary, relief can be provided 
for another rest day in the same way in which it is provided for holidays. Pend- 
ing a complete adjustment of this problem it is recommended that per diem rates 
be set up in the budget for the seventh day’s work separate from the regular 
annual salaries. These per diem rates may be paid to regular employes who 
work an extra day or to temporary employes who relieve them. 


30 


GENERAL RULES GOVERNING ADVANCEMENT, I. E., INCREASES 
IN SALARY WITHIN GRADE— 


Beginning with the lowest rate advancement from rate to rate within 
each grade shall be made in the preparation of the annual tax budget upon 
the completion of the required term of meritorious service.t The length of 
this required term of service shall be not less than one year. In certain of 
the lower grades a term of service of more than one year is required for ad- 
vancement from rate to rate. Such requirements are indicated in these grades 
under the heading “ Special Condition Governing Advancement.” 

Proof of meritorious service shall be established in the case of exempt, 
non-competitive and labor positions by the recommendation of the head of the 
department made in accordance with the service record regulations of the 
Municipal Civil Service Commission, and in the case of competitive positions 
by the service records of the Municipal Civil Service Commission, in either 
case supplemented by investigation under the rules of the Board of Estimate 
and Apportionment. The standard of meritorious service which shall entitle 
an employe to an increase shall be determined annually for each department 
in the preparation of the tax budget and shall be progressively higher in each 
succeeding grade. 

Exceptions: 

1. In cases of conspicuous service or achievement recognized by 
the Board of Estimate and Apportionment, advancement may be 
made after fewer years than the number prescribed or after the pre- 
scribed number of years to a rate higher than the one immediately 
above. In no case, however, excepting certain positions in the insti- 
tutional service, shall advancement be made before the lapse of one 
year. 


2. In those grades specifically designated, advancement shall be 
made only after an appraisal of the value of the work to be performed. 
In other grades specifically designated, the initial rate also shall be 
determined after an appraisal. These appraisals shall be made under 
the rules of the Board of Estimate and Apportionment. : 


%. Appointments to vacant positions made prior to March I of 
each year will be regarded as dating from January 1, when consider- 
ing length of service in connection with salary increases. 


4. In the case of certain positions in the lower grades of the 
Institutional Service, increases shall be provided to take effect at the 
end of three months from date of appointment, subsequent increases 
to take effect on the anniversary of appointment. 


"The term “advancement” is used only in connection with increases within grade as 
distinguished from “promotion” from grade to grade. These rules do not apply to promo- 
tions, i. e., increases to a higher grade. Such promotional increases may be made at any 
time to the minimum of the grade in which a vacant position is appraised, or to a rate 
higher than the minimum in the case of specifically designated grades. 


31 


EXECUTIVE SERVICE. 
SYMBOL (X). 


The term Executive Service is applied to those offices or employments the 
duties of whose incumbents are to assume primary responsibility for the planning, 
direction, control and result of every action taken within their jurisdiction. 


EXECUTIVE COUNCIL GROUP 
SYMBOL (XC) 


The term Executive Council Group is applied to those elective offices of the Executive 
Service in which incumbents are required to discharge the functions of members of the 
Board of Estimate and Apportionment, and such additional duties as Mayor, Comptroller, 
President of the Board of Aidermen and President of Borough as are outlined in the 
Charter of the City of New York. 

No specific recommendations are made as to the proper salary for members of the 
Executive Council of the city. 


COMMISSIONER GROUP 
SYMBOL (X K) 

The term Commissioner Group is applied to those appointive offices of the Executive 
Service in which incumbents are required to be responsible for the administration of entire 
city departments or commissions, and of independent executive bureaus or boards ranking 
in importance with departments and commissions. 


GRADE 1 (XK1) 


TITLES OF POSITIONS— 
ASSESSOR 
COMMISSIONER 
DUTIES— 
The duties of incumbents of these positions are to act as heads of the smaller 
executive city departments or commissions, or of those executive city departments 
presenting the less complex administrative problems. 


QUALIFICATIONS— 
1. Such qualifications as are outlined in the Charter of the City of New York. 
2. Ability to discharge the duties of the position satisfactory to the appointing 
officer. 


COMPENSATION— 
Range of annual compensation—$3600 to $6000 inclusive. 
Salary rates—$3600, $4500, $5100, $6000. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Persons entering this grade need not necessarily be paid the lowest rate. 
Fixation .of the rate to be paid is conditional upon appraisal under the rules of 
the Board of Estimate and Apportionment. 


GRADE 2 (X K 2) 
TITLES OF POSITIONS— 
CHAMBERLAIN 
COMMISSIONER 
CORPORATION COUNSEL 
EXECUTIVE MANAGER (EDUCATION) 


32 


DUTIES— 

The duties of incumbents of these positions are to act as heads of the largest 
executive city departments or commissions, or of those executive city departments 
presenting the most complex administrative problems involving reorganization and 
planning of the most difficult order, or to act as executive manager under the 
Board of Education in charge of the business administration of the public schools. 


QUALIFICATIONS— 
1. Such qualifications as are outlined in the Charter of the City of New York. 
2. Ability to discharge the duties of the position satisfactory to the appointing 
officer. 


COMPENSATION— 
Range of annual compensation—$7500 to $15000 inclusive. 
Salary rates—$7500, $9000, $10500, $12000, $13500, $15000. 
SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily be paid the lowest rate. Fixa- 
tion of the rate to be paid is conditional upon appraisal under the rules of the 
Board of Estimate and Apportionment. 


DEPUTY COMMISSIONER GROUP 
SYMBOL (XD) 


The term Deputy Commissioner Group is applied to those appointive offices of the 
Executive Service in which incumbents are required to act as deputies to heads of city 
departments or commissions. 


GRADE 1 (XD1) 
TITLES OF POSITIONS— 


DEPUTY COMMISSIONER 
DEPUTY COMPTROLLER 
DUTIES— 
The duties of incumbents of these positions are to act as deputies to heads of 
city departments or commissions. 


QUALIFICATIONS— 
1. Such qualifications as are outlined in the Charter of the City of New York. 
2. Ability to discharge the duties of the position satisfactory to the appointing 
officer. 
COMPENSATION— 
Range of annual compensation—$3600 to $7500 inclusive. 
Salary rates—$3600, $3900, $4200, $4500, $4800, $5100, $5400, $6000, $6600, $7500. 
SPECIAL REGULATION GOVERNING COMPENSATION— 
Persons entering this grade need not necessarily be paid the lowest rate. Fixa- 


tion of the rate to be paid is conditional upon appraisal under the rules of the 
Board of Estimate and Apportionment. 


EXECUTIVE SECRETARY GROUP 
SYMBOL (XS) 


The term Executive Secretary Group is applied to those offices or employments of the 
Executive Service in which incumbents are required to perform such duties as secretaries 
of city departments or commissions as involve not merely departmental correspondence 
and central clerical work, but responsibility for detailed administrative work, for knowledge 


33 


of administrative work in all units, and for making effective the orders and policies outlined 
by executives. F 

Note 1.—It is recommended that the position of executive secreiary of a department 
or board be placed in the competitive class. Positions as secretaries of departments are 
at present exempted under the state civil service law. The position of secretary should 
be that of the highest permanent official of a department who is not affected by a ‘change 
in administration, whose duties are not policy determining, but administrative and interpreta- 
tive. The secretary of a department should be thoroughly familiar with the functions, 
activities and personnel of the department. He should be prepared to inform the heads 
of departments on all matters of detail and should be able to carry out the details of such 
policies as are outlined by these executives. It is of great importance that in a department 
such as the Department of Public Charities there should be a permanent secretary, able 
to coordinate the various activities of the bureaus of the department and to inform a new 
commissioner and his deputies on all details of departmental administration. A complete 
change in the executive personnel of the department, including the department secretary, 
would place upon a new administration the burden of becoming acquainted with the depart- 
mental machinery through a number of independent subordinate officials. The establishment 
of the principle of a permanent secretary or under secretary between the changing executives 
and the permanent rank and file has been successfully established in Great Britain, Germany, 
France and other continental nations, and has often been recommended in American state 
governments and in the national government. It is not to be expected that in all depart- 
ments the position of secretary can be established at once on the plan above suggested. 
The functions of executive secretaries at the present time extend all the way from merely 
clerical work to administrative and executive work. 

Note 2.—No provision is made in these specifications for a position as assistant executive 
secretary. It is recommended that the existing positions be abolished or filled by employes 
in the Clerk Group as vacancies occur. The existing assistant secretaryships of departments 
are either unnecessary, or else the duties performed by incumbents are those of Assistant 
Clerks B, Clerks or Senior Clerks in grades 2B, 3 and 4 of the Clerk Group of the Clerical 
Service. The present positions as secretaries of boards, where the functions are clerical 
and involve no administration of departments, are also properly included in the fourth and 
fifth grades of the Clerk Group. 


GRADE 1 (X$1) 
TITLES OF POSITIONS— 


EXECUTIVE SECRETARY 
DUTIES— 


The duties of incumbents of these positions are to be responsible for depart- 
mental correspondence, for issuing orders and notices from heads of departments 
to employes, for the preparation of calendars and reports of executive meetings 
and for special investigations and plans, to notify all employes of appointment, 
promotion or transfer, to make requisitions on and notify the Municipal Civil 
Service Commission in civil service matters and to perform such other general 
executive or administrative work as may be assigned bv the head of the department. 


QUALIFICATIONS— . 

1. Such qualifications as are outlined in the Charter of the City of New York. 

2. Ability to discharge the duties of the position satisfactory to the appointing 
officer. 

3. Such qualifications as may be required by the Municipal Civil Service Com- 
mission. 

If the position is classified as exempt, the minimum qualifications shall consist 
of 1 and 2. If the position is classified as competitive in accordance with the 
recommendations of the Bureau of Personal Service, the minimum qualifications 
shall consist of 1 and 3. 


34 


COMPENSATION— 


Range of annual compensation—$3000 to $5100 inclusive. 
Salary rates—$3000, $3240, $3480, $3780, $4080, $4380, $4680, $5100. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Persons entering this grade need not necessarily be paid the lowest rate. Fixa- 
tion of the rate to be paid is conditional upon appraisal under the rules of the 
Board of Estimate and Apportionment. 


EXECUTIVE COUNTY OFFICER GROUP 
SYMBOL (X O) 


The term Executive County Officer Group is applied to those elective or appointive 
offices of the Executive Service in which incumbents are required to perform the 
functions of heads of county offices. 

No specific recommendations are made as to the proper grading or salary for these 
offices.” 


"For recommendations regarding the merger of county governments with the city 
government, or a consolidation of several county establishments, see “Study of County 
Government within the City of New York and a Plan for Its Reorganization, Prepared 
by the Commissioner of Accounts and the City Chamberlain,” 1915. 


35 


LEGISLATIVE SERVICE 
SYMBOL (L) 


The term Legislative Service is applied to those offices or employments the 
duties of whose incumbents are to exercise the legislative powers vested by the 
Charter of the City of New York and by statute in the members of the Board 
of Aldermen. 


*See page 10 of the introductory statement. 


36 


JUDICIAL SERVICE 
SYMBOL (J) 


The term Judicial Service is applied to those offices or employments the 
duties of whose incumbents are to exercise the judicial powers vested by the 
Charter of the City of New York and by statute in City Magistrates and in 
Justices of the City Court, the Municipal Court and the Court of Special Sessions.1 


“See page 10 of the introductory statement. 


37 


PROFESSIONAL SERVICE. 
SYMBOL (0). 


The term PROFESSIONAL SERVICE is applied to those offices or em- 
ployments ‘the duties of whose incumbents are to perform apprentice, routine, 
advisory, administrative or research work, which is based upon the established 
principles of and which requires training or experience in a recognized profession. 


ACCOUNTANT GROUP 


Sr MBOGSCO.A) 


The term Accountant Group is applied to those offices or employments of the Profes- 
sional Service in which incumbents are required to analyze and interpret evidence of finan- 
cial ‘transactions, to report on the accuracy and significance of records and accounts and the 
justice of claims, to devise, install and supervise business procedure, financial and auditing 
methods, records and documents, and to collect and interpret physical and operating data. 


GRADE 1 (0A 1) 
TITLES OF POSITIONS'— 


JUNIOR ACCOUNTANT 
DUTIES— 

The duties of incumbents of these positions, which may or may not involve 
supervision, are to execute according to general instructions the detail work con- 
nected with audits and investigations and reports thereon, and to carry on inde- 
pendently audits and investigations of minor scope. 


Examples: 


Analyzing and reconciling simple accounts. 
Verifying registers and postings to controlling accounts. 
Devising forms of incidental records. 


QUALIFICATIONS— 


1. A-certificate granted on the completion of a standard course of instruction 
in accountancy in an accounting school of recognized standing, or proof of other 
training or experience in accountancy recognized by the Municipal Civil Service 
Commission as the equivalent. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

3. Not less than two years of experience in Grade 1 of the Bookkeeper Group 
or in Grade 2B of the Clerk Group of the Clerical Service or experience in Grade 2 
of the Bookkeeper Group or in Grade 3 of the Clerk Group of the Clerical Service. 

The minimum qualifications shall consist of 1 and 2 or 2 and 3. 


COMPENSATION— 
Range of annual compensation—$1260 to $1920 inclusive. 
Salary rates—$1260, $1380, $1500, $1620, $1740, $1920. 
Persons promoted from Grade 2 of the Bookkeeper Group or Grade 3 of the 
Clerk Group of the Clerical Service to Grade 1 of the Accountant Group of the 
Professional Service shall receive the salary rate nearest to that received before 
promotion and involving no decrease. 


’The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Junior Accountant assisting in the audit of stores accounts in the Department of 
Water Supply, Gas and Electricity. 


38 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


GRADE 2 (0 A 2) 


TITLES OF POSITIONS'— 


ACCOUNTANT 
AUDITOR 


DUTIES— 

The duties of incumbents of these positions are to carry on independently 
and to prepare reports on audits, examinations and investigations of wide scope, 
to devise and install new methods of accounting for large activities or departments, 
or to supervise and be responsible for the entire work of a large bookkeeping division 
in a department maintaining a complex accounting system. 


Examples: 
Analyzing and reconciling intricate accounts. 


QUALIFICATIONS— ; 

1. The minimum qualifications prescribed for Grade l. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

4. Not less than one year of experience in Grade 3 of the Bookkeeper Group 
of the Clerical Service. 

The minimum qualifications shall consist of 1, 2 and 3, or 3 and 4. 


COMPENSATION— 
Range of annual compensation—-$2100 to $3180 inclusive. 
Salary rates—$2100, $2280, $2460, $2700, $2940, $3180. 
Persons promoted from Grade 3 of the Bookkeeper Group of the Clerical 
Service to Grade 2 of the Accountant Group of the Professional Service shall receive 
the salary rate nearest to that received before promotion and involving no decrease. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, in- 
dicating that the rate requested does not exceed the value of the work to be 
performed. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Accountant in charge of the Division of Audit and Accounts in the office of the 
President of the Borough of Manhattan. 
Accountant in charge of the installation of the general ledger in the Department 
of Finance. 


39 


GRADE 8 (0 A 3) 


TITLES OF POSITIONS'— 


SENIOR ACCOUNTANT 
SENIOR AUDITOR 


DUTIES— 


The duties of incumbents of these positions are to supervise and be responsible 
for audits, investigations and constructive accounting work of the widest scope, 
excepting those mentioned in Grade 4, to lay out programs for the carrying on of 
work of this character and to prepare general plans and broad policies relating to 
methods of accounting and auditing. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than three years of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$3420 to $4560 inclusive. 
Salary rates—$3420, $3660, $3960, $4260, $4560. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


GRADE 4 (0 A 4) 
TITLES OF POSITIONS’— 


CHIEF eAGCOUNTANT 
CHIEF AUDITOR 


DUTIES— 

The duties of incumbents of these positions are to act as responsible heads 
of the bureaus which are charged with devising and installing accounting systems 
throughout the departments and offices of the city and county governments or with 
the auditing and reconcilement of the accounts of these offices. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Senior Auditor in charge of the Division of Disbursements of the Auditing Bureau 
in the Department of Finance. 
Senior Auditor of receipts in the Division of Receipts of the Auditing Bureau in the 
Department of Finance. 
*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Chief Accountant of the Bureau of Accounts of the Finance Department. 
Chief Auditor of accounts of the Bureau of Audit of the Finance Department. 


40 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, nct less than two years of appropriate experience 
in Grade 3, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 3. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$4860 and up. 
Salary rates—$4860, $5280, $5700, $6120." 


ARCHITECT GROUP 
SYMBOL (0 R) 


The term Architect Group is applied to those offices or employments of the Pro- 
fessional Service in which incumbents are required to make architectural surveys, 
studies, designs, plans and specifications for municipal buildings, parks or other municipal 
projects, and to inspect or to supervise the construction, repair or alteration of such projects. 


GRADE1(OR1) 
TITLES OF POSITIONS— 


ARCHITEC? URAL ASSISTANT 
DUTIES— 
The duties of incumbents of these positions are to perform under supervision 
architectural apprentice work in field or office.’ 


Examples: 


Laying out simple architectural drawings. 
Assisting employes in Grades 2 and 3 on assigned details of their work. 


QUALIFICATIONS*— 


1.- A degree granted on the completion of a standard course of instruction in an 
architectural school of recognized standing, or proof of other training recognized 
by the Municipal Civil Service Commission as the equivalent, but not necessarily 
any experience in the practice of architecture other than that which is incident to 
the attainment of these qualifications. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$1020 to $1380 inclusive. 
Salary rates—$1020, $1140, $1260, $1380. 


*No recommendation is made above $6120. 

*See also Grades 1 and 2 of the Inspector of Buildings Group of the Inspectional Service. 

*It is recommended that the examination for this grade be held in June or July, when 
the professional schools and universities have closed. Examinations should be such as would 
attract the best students who have just graduated from professional schools. This grade 
is not a promotional grade from the Sub-Professional Service. Provision is made for pro- 
motion from Grade 1] of the Draftsman Group of the Sub-Professional Service to Grade 2 
of this Group. Employes in Grade 1 will compete with employes in Grade 2 of the Drafts- 
man Group for promotion to Grade 2. 


41 


GRADE 2 (0 R 2) 


TITLES OF POSITIONS— 


JUNIOR: ARCHITECT 
JUNIOR ARCHITECT (LANDSCAPE) 


DUTIES— ¥ 
Junior Architect: 


The duties of Junior Archiects, which may or may not involve supervision, are 
to execute definite instructions in minor architectural work in field or office.’ 


Examples: 
Supervising a group of junior draftsmen, draftsmen or architectural 
assistants. 
Preparing important working drawings, details or sketches. 
Inspecting or investigating architectural work. 
Solving the easier problems of construction. 
Making final inspections on buildings. 


Junior Architect (Landscape): 

: The duties of Junior Architects (Landscape), which may or may not involve 
supervision, are to execute definite instructions in minor architectural landscape 
work in field or office. 


QUALIFICATIONS— 


Junior Architect: 

1. The minimum qualifications prescribed for Grade l. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 1. 

3. Such additional qualificattons as may be required by the Municipal Civil 
Service Commission. 

4, Not less than one year of experience in Grade 2 of the Draftsman Group of 
the Sub-Professional Service. 

The minimum qualifications shali consist of 1, 2 and 3, or 3 and 4. 

Junior Architect (Landscape): 

1. Evidence of the completion of a standard course in landscape architecture 
in a university or technical school of recognized standing, or proof of other train- 
ing or experience recognized by the Municipal Civil Service Commission as the 
equivalent. 

2. Experience in design in a landscape architect’s office of recognized standing. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 

Range of annual compensation—$150(0) to $2100 inclusive. 

Salary rates—$1500, $1620, $1740, $1920, $2100. 

Persons promoted from Grade 2 of the Draftsman Group of the Sub-Profes- 
sional Service to Grade 2 of the Architect Group of the Professional Service shall 
receive the salary rate nearest to that received before promotion and involving no 
decrease. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing tnat the rate requested does not exceed the value of the work to be performed, 


*See also Grade 2 of the Inspector of Buildings Group of the Inspectional Service. 


42 


GRADE 3 (OR3) 
TITLES OF POSITIONS’ — 


ASSISTANT ARCHT PEC TD 
ASSISTANT PARCHIPE CIS (PANDSCALI) 


DUTIES— 


Assistant Architect: 

The duties of Assistant Architects, which involve supervision of employes in 
Grades 1 and 2, are to exercise architectural judgment and skill in and to be 
responsible for designing, planning, inspecting, constructing and preparing specifica- 
tions for small building projects or minor divisions of large building projects; or 
to give critical architectural advice for executive action incident to the designing, 
planning or construction of such projects.” 


Assistant Architect (Landscape): 


The duties of Assistant Architects (Landscape) are to exercise a high degree 
of architectural judgment and skill in and to be responsible for designing, planning, 
inspecting, constructing and preparing specifications for architectural landscape work 
in parks or other similar projects; or to give critical architectural advice for execu- 
tive action incident to the designing, planning or construction of such projects. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$2280 to $2940 inclusive. 
Salary rates—$2280, $2460, $2700, $2940. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate reijuested does not exceed the value of the work to be performed 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Assistant Architect for the Department of Parks, Manhattan. 
Assistant Architect in charge of a group of employes engaged in the preparation 
of plans for structural steel work. 
Assistant Architect acting as assistant to the Deputy Superintendent of School 
Buildings in charge of the preparation of plans for new buildings. 
Assistant Architect in charge of writing specifications. 
Assistant Architect responsible for designing. 
*See also Grade 3 of.the Inspector of Buildings Group of the Inspectional Service. 


43 


GRADE 4 (OR4) 


TITLES OF POSITIONS'— 

ARCHITECT 

ARCHITECT AND DEPUTY SUPERINTENDENT OF SCHOOL BUILDINGS 
ARCHITECT (LANDSCAPE) 


DUTIES— 
Architect, Architect and Deputy Superintendent of School Buildings: 

The duties of incumbents of these positions are to perform executive or super- 
visory work entailing entire responsibility for a major division of a large architec- 
tural department, bureau or project; or to give independent expert or critical archi- 
tectural advice of a high order for executive action relative to work of this scope.’ 


Architect (Landscape): 

-The duties of Architects (Landscape) are to perform the highest order of 
executive or supervisory work entailing entire responsibility for an important depart 
ment, bureau, division or project of architectural landscape work; or to give inde- 
pendent expert or critical architectural advice of the highest order for executive 
action. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 3, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 3. 

3. Such additional qualificatioris as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$3180 to $4560 inclusive. 
Salary rates—$3180, $3420, $3660, $3960, $4260, $4560. 


Per diem compensation—$25 and up for each full day of service. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Persons entering this grade need not necessarily begin at the lowest rate 
Fixation of the initial salary rate and advancement within this grade are condi 
tional upon appraisal under the rules of the Board of Estimate and Apportion: 
ment, indicating that the rate requested does not exceed the value of the work tc 
be performed. 


GRADE 5 (OR D) y 
TITLES OF POSITIONS— 
SENIOR ARCHITECT 
SENIOR ARCHITECT AND DEPUTY SUPERINTENDENT OF SCHOOL 
BUILDINGS 
At the present time there are no positions in this grade. 


’The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 

Architect (Landscape) for the Park Board. 

Architect and Deputy Superintendent of School Buildings in charge of the prepara- 
tion of plans for new buildings in all boroughs. 

Architect and Deputy Superintendent of School Buildings in each borough in charge 
of construction, inspection and the preparation of plans for alterations to 
buildings. 

*See also Grade 4 of the Inspector of Buildings Group of the Inspectional Service. 


44 


GRADE 6 (OR6) 
TITLES OF POSITIONS'— 


CHIEF ARCHITECT? 
CHIEF ARCHITECT AND SUPERINTENDENT OF SCHOOL BUILDINGS 
CONSULTING ARCHITECT 


DUTIES— 


The duties of incumbents of these positions are to perform the highest order of 
executive or supervisory work, entailing entire responsibility for all architectural 
work in the largest and most important architectural departments, bureaus or 
projects, involving the most complex problems of design, construction or main- 
tenance and administration, or to give independent expert or critical architectural 
advice of the highest order for executive action relative to work of this scope. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 4. 

2. If appointed by promotion, not less than four years of appropriate experience 
in Grade 4 or ten years of appropriate experience in Grade 5, or if appointed as 
the result of an open competitive examination, experience in work of the character 
and standard of Grade 4 or Grade 5. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation $6120 and up. 
Salary rates—$6120, $6600, $7200, $7800, $8400, $9000, $9600, $10200.” 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional | 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


BACTERIOLOGIST GROUP 
SYMBOL (O B) 


The term Bacteriologist Group is applied to those offices or employments of the Profes- 
sional Service in which incumbents are required to procure, prepare and mount bacterio- 
logical specimens, to examine them microscopically or otherwise, and to diagnose disease 
on the basis of such examinations; to make and prepare media for the growth of bacteria; 
to make, prepare for use and administer antitoxins, serums and vaccines in the prevention 
or cure of disease, and to perform such other services as may be required in the procur- 
ing, preparation, examination and diagnosis of bacteriological specimens. 


GRADE 1(0B1) 
TITLES OF POSITIONS— 


ASSISTANT BACTERIOLOGIS 2 
DUTIES— 


The duties of incumbents of these positions are to exercise independent judg- 
ment in and to be responsible for bacteriological examinations and to perform re- 
search work under supervision. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Chief Architect and Superintendent of School Buildings in the Department of Edu- 
cation. 
"No recommendation is made above $10200. 


45 


Examples: 


Making bacteriological examinations of milk, water, etc. 

Examining specimens of sputum, diphtheria culture. 

Producing toxins, antitoxins, vaccines. 

Making disinfection tests. 

Conducting research studies in animal experimentation to discover causes 
of disease. 


QUALIFICATIONS— 

1. A medical degree granted on the completion of a standard course of instruc- 
tion in a medical school of recognized standing. 

2. Evidence of the completion of a standard course in bacteriology, not less 
than two years in length, in a college or university of recognized standing. 

3. Experience as either interne or assistant in a bacteriological or biological 
laboratory of recognized standing. 

4. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

The minimum qualifications shall consist of either 1, 3 and 4, or 2, 3 and 4. 


COMPENSATION— 
Range of annua! compensation for full-time service—$1500 to $2100 inclusive. 
Salary rates—$1500, $1620, $1740, $1920, $2100. 
Range of annual compensation for part-time service, averaging not less than 
28 hours a week—$1200 to $1800 inclusive. 
Salary rates—$1200, $1320, $1440, $1560, $1680, $1800. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


GRADE 2 (OB 2) 


TITLES OF POSITIONS'— 

BACTERIOLOGIST 

DUTIES— 

The duties of incumbents of these positions, which may or may not involve 
supervision of employes in Grade 1, are to supervise and be responsible for 
special laboratory work in a division of the bacteriological service or to perform 
independent experiments and to conduct original research of wide scope and 
importance. 


Examples: 
Directing rabies treatment and experimentation. 
Directing original investigation and animal experimentation to discover 
causes and means of prevention of disease. 


QUALIFICATIONS— 
1. The minimum qualifications prescribed for Grade 1, including a medical 
degree granted on the completion of a standard course of instruction in a medical 
school of recognized standing. 


*The following positions are among those appraised by the Bureau of Personal Service 
tn this grade on the basis of duties performed by present incumbents : 
Bacteriologist in charge of the smallpox vaccine laboratories of the Department of 
Health. 


46 


2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade i. 

3. Such additional qualifications as may be required by the Municipal Civil 


Service Commission. 


COMPENSATION— 


Range of annual compensation for full-time service—$2280 to $3180 inclusive. 

Salary rates—$2280, $2460, $2700, $2940, $3180. 

Range of annual compensation for part-time service, averaging not less than 
28 hours a week—$1980 to $2820 inclusive. 

Salary rates—$1980, $2160, $2340, $2580, $2820. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi-~ 
cating that the rate requested does not exceed the value of the work to be performed. 


GRADE 3 (OB3) 
TITLES OF POSITIONS— 
SENIOR BACTERIOLOGIST 


At the present time there are no positions in this grade. 


GRADE 4 (OB4) 
TITLES OF POSITIONS— 


DIRECTOR OR CHEALTH @UABORA TORIES 
DUTIES— 


The duties of incumbents of these positions, which require the highest order 
of specialized knowledge, are to supervise and be responsible for the entire work 
of a large bacteriological laboratory, or a group of a bacteriological and other 
laboratories, and to furnish expert and critical advice of the highest order in the 
practice of bacteriology. 


QUALIFICATIONS— 


1. Experience in an administrative capacity in a large bacteriological and 
chemical laboratory, together with extended experience and notable achievement in 
independent bacteriological and chemical research. 

2. Such additional’ qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation for full-time service—$5100 and up. 
Salary rates—$5100, $5520, $5940." 

SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancemeut within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


*No recommendation is made above $5940. 


47 


CHAPLAIN GROUP. 
SYMBOL (0 C) 


The term Chaplain Group is applied to those offices or employments of the Professional 
Service in which incumbents are required to minister to the religious needs and comfort 
of persons in the employ, care or custody of the city. 


GRADE1(0C1) 
TITLES OF POSITIONS — 


CHAREATN 
DUTIES— 


The duties of incumbents of these positions are to minister to the religious 
needs and comfort of persons in the employ, care or custody of the city. 


COMPENSATION— 


Salary rate for persons giving full-time service or on call at all times—$900 with 
or without maintenance. : 

Salary rate for part-time service, averaging not less than one day a week—$480 
without maintenance. 

If more than one chaplain of one denomination is employed in an institution 
or group of institutions, the senior chaplain shall receive $900 and his assistant $600. 


CHEMIST AND PHYSICIST GROUP 
SYMBOER (OW) 

The term Chemist and Physicist Group is appued to those offices or employments 
of the Professional Service in which incumbents are required to perform routine or research 
work in chemistry or physics involving the making and recording of chemical or physical 
tests or analyses, to diagnose the contents of substances, to testify in court regarding 
their analyses and to perform such other services as may be required in the analysis and 
testing of substances. 


GRADE 1 (OK1) 
TITLES OF POSITIONS— 
JUNIOR CHEMIST 
LUNTORS PA YSICIS) 
DUTIES— 
The duties of incumbents of these positions are to perform under supervision 
definite details of work in a chemical or physical laboratory. 
Examples: 
Analyzing asphalt, milk, rubber, paints, ink, cement, rope, paper, drugs, 
water, foods, etc. 
QUALIFICATIONS— 


1. A degree in science granted on the completion of a standard course of 
instruction with chemistry or physics as the major subject in a college or technical 
school of recognized standing, or proof of other training recognized by the Mu- 
nicipal Civil Service Commission as the equivalent. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Chaplain for the Fire Department. 
Chaplain at the Workhouse on Blackwells Island. 


48 


COMPENSATION— 
Range of annual compensation for full-time service’-—$1020 to $1380 inclusive. 
Salary rates—$1020, $1140, $1260, $1380. 
Monthly rate*—$100. 


GRADE 2 (OK2) 
TITLES OF POSITIONS*— 


ASSISPAN TCE MiESE 
ASSISTANT CHEMIST (FOOD AND DRUGS) 
ASSISTANTIAPH YsSiCist 

DUTIES— 


Assistant Chemist, Assistant Physicist: 

The duties of Assistant Chemists and Assistant Physicists, which may or may 
not involve supervision of laboratory assistants, are to take charge of and be respon- 
ible for a division of chemical or physical work in a large laboratory or for all the 
chemical or physical work in a minor laboratory, or to do research work under 
supervision. 


Examples: 
Taking charge of the analysis of asphalt, milk, rubber, paints, ink, cement, 
rope, paper, drugs, water, foods, etc. 
Inspecting the manufacture and composition of paving materials. 


Assistant Chemist (Food and Drugs): 

The duties of Assistant Chemists (Food and Drugs), which may or may not 
involve supervision of laboratory assistants, are to take charge of and be responsible 
for the chemical analysis of food and drugs in a large laboratory and to do research 
work in the analysis of food and drugs under supervision. 


QUALIFICATIONS— 


Assistant Chemist, Assistant Physicist: 

1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


Assistant Chemist (Food and Drugs): 

1. The minimum qualifications prescribed for Grade 1. 

2. Experience in the chemical analysis of food and drugs. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation for full-time service—$1500 to $2100 inclusive. 
Salary rates—$1500, $1620, $1740, $1920, $2100. 
Range of annual compensation for part-time service, averaging not less than 
18 hours a week—$1020 to $1380 inclusive. 
Salary rates—$1020, $1140, $1260, $1380. 


“Where work will last continuously throughout the year, the annual rate shall be paid. 
*Where work is temporary and will not last continuously throughout the year, but is 
measurable by months, the monthly rate shall be paid. 
“The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Assistant Chemist in charge of the testing of supplies for the Board of Education. 


49 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


GRADE 3 (OK3) 
TITLES OF POSITIONS’ — 


CHEMIST 
CHEMIST (MICROANALYST) 
CHEMIST (PHARMACEUTICAL) 
PHYSICIST 

DUTIES— 


Chemist, Physicist: 

The duties of Chemists and Physicists, which may or may not involve super- 
vision of employes in Grades 1 and 2 and of other assistants, and which require a 
high degree of skill and judgment in the practice of chemistry or physics, are to be 
responsible for all the chemical or physical work in important laboratories and to 
initiate and carry out difficult chemical or physical research work. 


Chemist (Microanalyst): 

The duties of Chemists (Microanalyst), which may or may not involve super- 
vision of employes in Grades 1 and 2 and of laboratory assistants, are to take 
charge of and be responsible for microanalysis of food and drugs and to initiate and 
carry out difficult research work in microanalysis. 


Chemist (Pharmaceutical): 

The duties of Chemists (Pharmaceutical), which may or may not involve 
supervision of employes in Grades 1 and 2 and of laboratory assistants, are to take 
charge of and be responsible for chemical analysis of drugs, patent and proprietary 
medicines and other medicines and to initiate and carry out difficult pharmaceutical 
research work. 


QUALIFICATIONS— 
Chemist, Physicist: 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 2. 

. 3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 

Chemist or Physicist in charge of all analytical work of the Central Testing 
Laboratory or of the laboratories of the Bureau of Highways in the Borough of 
Manhattan or Brooklyn. 

Chemist in charge of the drug laboratories of the Department of Public Charities. 

Chemist or Physicist in charge of all routine analysis in the Department of Water 
Supply, Gas and Electricity. 

Chemist (Microanalyst) in the Bureau of Food and Drugs in the Department of 
Health. 


Chemist (Microanalyst): 

1. The minimum qualifications prescribed for Grade 2. 

2. Experience in microanalysis of food and drugs. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


Chemist (Pharmaceutical): 

1. The minimum qualifications prescribed for Grade 2. 

2. Experience in the practise of pharmaceutical chemistry. : 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation for full-time service—$2280 to $3180 inclusive. 
Salary rates—$2280, $2460, $2700, $2940, $3180. 
SPECIAL REGULATION GOVERNING COMPENSATION— 
Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 


indicating that the rate requested does not exceed the value of the work to be 
performed. 


GRADE 4 (OK4) 
TITLES OF POSITIONS— 


SENIOR CHEMIST 
SENIOGR®PHYSiGise 


At the present time there are no positions in this grade. 


GRADE 5 (OK5) 
TITLES OF POSITIONS— 


DIRECTOR (CENTRAL.TESTING LABORATORY) 
DUTIES— 


The duties of incumbents of these positions, which require the highest degree 
of specialized knowledge of chemistry and physics, and which involve the application 
of the most advanced scientific methods, are to direct and to be entirely responsible 
for an entire chemical and physical department or bureau, and to perform or direct 
the most difficult chemical and physical research work. 


QUALIFICATIONS— 

1. Experience in. an administrative capacity in a large chemical and physical 
laboratory, together with extended experience and notable achievement in inde- 
pendent chemical or physical research. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$5100 and up. 
Salary rates—$5100, $5520, $5940. 
SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


*No recommendation is made above $5940. 


1 


DENTIST GROUP 
SYMBOL (0 D) 


The term Dentist Group is applied to those offices or employments of the Professional 
Service in which incumbents are required to perform such services in the investigation, 
reporting, prevention, care and treatment of diseases or abnormal conditions of the teeth 
and adjoining structures as may lawfully be performed by dentists. 


GRADE 1 (OD 1) 


TITLES OF POSITIONS— 


DENTAL INTERNE 
DUTIES— 


The duties of incumbents of these positions are to execute under supervision 
dental work commonly required of a dental interne in the care and treatment of 
hospital patients or institutional inmates. 


‘QUALIFICATIONS— 


1. Either a professional degree granted on the completion of a standard course 
of instruction in a dental college of recognized standing, or a license to practice 
dentistry issued by the Board of Regents of the University of the State of New 
York, but not necessarily any experience in the practice of dentistry other than that 
which is incident to the attainment of these qualifications. 

2. Such additional qualifications as may be required by the Municipal* Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$120 to $240 inclusive, with maintenance. 
Salary rates—$120, $240. 


GRADE 2 (O D 2) 


TITLES OF POSITIONS’ — 
DENTIST 
DUTIES— 

The duties of incumbents of these positions, which require a high degree of 
dental skill, are to perform all operations common to general dental practice either 
independently in a small unit or under supervision in large hospitals or groups of 
clinics, 


Examples: 
Filling and cleansing teeth. 
Correcting dental deformities. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 1, including a license to 
practice dentistry issued by the Board of Regents of the University of the State 
of New York. ; 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 
*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents : 
Dentist employed in the dental clinics of the Bureau of Child Hygiene or the Bureau 
of Preventable Diseases of the Department of Health. 


52 


COMPENSATION— 

Range of annual compensation for full-time service in hospitals or institutions— 
$900 to $1380 inclusive, with maintenance. 

Salary rates—$900, $1020, $1140, $1260, $1380. 

Range of annual compensation for part-time service, averaging not less than 
18 hours a week—$1020 to $1380 inclusive. 

Salary rates—$1020, $1140, $1260, $1380. 

Range of annual compensation for part-time service, averaging not less than 
24 hours a week—$1140 to $1500 inclusive. 

Salary rates—$1140, $1260, $1380, $1500. 


GRADE 3 (O D 3) 
TITLES OF POSITIONS'— 
SUPERVISING DENTIST 
DUTIES— 

The duties of incumbents of these positions, which involve supervision of em- 
ployes in Grades 1 and 2, are to supervise and be entirely responsible for the 
dental work of a large hospital or institution, a group of hospitals or institutions, 
or the dental clinics of a department, and in addition to execute dental work re- 
quiring the highest degree of dental skill and judgment. 

QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

COMPENSATION— 

Range of annual compensation for full-time service in hospitals or institu- 
tions—$1500 to $1740 inclusive, with maintenance. 

Salary rates—$1500, $1620, $1740. 

Range of compensation for part-time service, averaging not less than 18 hours 
a week—$1500 to $1740 inclusive. 

Salary rates—$1500, $1620, $1740. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


ENGINEER GROUP 
SYMBOL (O E) 


The term Engineer Group is applied to those offices or employments of the Professional 
Service in which incumbents are required to conduct surveys, to prepare, supervise or inves- 
tigate designs, plans, estimates, specifications and contracts or to construct, operate, maintain 
and inspect such projects and works as highways, bridges, transportation, harbor and terminal 
facilities, buildings, and such projects and works as are incidental to the production, dis- 
tribution and utilization of light, heat and power, the collection, purification and distribution 
of water, and the collection and disposal of sewage, garbage, snow and other municipal 
waste, or to perform services in organizing and reorganizing administrative units for which 
training and experience in engineering are conspicuous qualifications. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Supervising Dentist in the dental clinics in the Department of Health. 


53 


GRADE1(OE1) 


TITLES OF POSITIONS— 
ENGINEERING ASSISTANT 
DUTIES— 
The duties of incumbents of these positions are to perform under supervision 
elementary or apprentice work in field, works or office in one or more of the spe- 
cialized engineering branches." 


Examples: 
Using surveying, measuring and drafting instruments, engineering tables 
and diagrams. 
Inspecting or investigating minor details of engineering work and materials. 
Computing. 
Assisting employes in Grades 2 and 3 on assigned details of their work. 


QUALIFICATIONS — 

1. Such training in civil, mechanical, electrical, sanitary or other engineering 
branches as is evidenced by a professional degree granted on the completion of a 
standard course of instruction in an engineering school of recognized standing, or 
proof of other training in engineering recognized by the Municipal Civil Service 
Commission as the equivalent, but not necessarily any experience in the practice 
of engineering other than that which is incident to the attainment of such qualifi- 
cations. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$1020 to $1380 inclusive. 
Salary rates—$1020, $1140, $1260, $1380. 


GRADE 2 (0 E 2) 


TITLES OF POSITIONS— 
JUNIOR ENGINEER 
JUNIOR ENGINEER (CIVIL) 
JUNIOR ENGINEER (ELECTRICAL) 
JUNIOR ENGINEER (MECHANICAL) 
JUNIOR ENGINEER (SANITARY) 


DUTIES— . 
The duties of incumbents of these positions, which may or may not be super- 
visory in character, are to execute definite instructions in a minor division of engi- 
neering work in field, works, or office." 


1See also Grades 1 and 2 ef the Inspector of Public Works, Inspector of Buildings and 
Inspector of Electricity and Lighting Groups of the Inspectional Service. 

It is recommended that the examination for this grade be held in June or July, when 
the professional schools and universities have closed. Examinations should be such as would 
attract the best students who have just graduated from professional schools. This grade 
is not a promotional grade from the Sub-Professional Service. Provision is made for pro- 
motion from Grade 2 of the Draftsman and Instrumentman Groups of the Sub-Professional 
Service to Grade 2 of this group. Employes in Grade 1 will compete with employes in 
Grade 2 of the Draftsman and Instrumentman Groups for promotion to Grade 2. 

®See also Grade 2 of the Inspector of Public Works, Inspector of Buildings and In- 
spector of Electricity and Lighting Groups of the Inspectional Service. 


54 


Examples: 
Designing or examining plans under supervision. 
Preparing general or working drawings. 
Inspecting or investigating engineering work and materials. 
Making computations and compiling data for reports and cost records. 
Directing a field party on surveys, construction or repair work. 
Supervising or inspecting minor operating works. 
Making final inspections on buildings. 
QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

4. Not less than one year of appropriate experience in Grade 2 of the Instru- 
mentman or Draftsman Group of the Sub-Professional Service. 

The minimum qualifications shall consist of 1, 2 and 3, or 3 and 4. 


COMPENSATION'— 

Range of annual compensation—$1500 to $2100 inclusive. 

Salary rates—$1500, $1620, $1740, $1920, $2100. 

Persons promoted from Grade 2 of the Instrumentman or Draftsman Group of 
the Sub-Professional Service to Grade 2 of the Engineer Group of the Pro- 
fessional Service shall receive the salary rate nearest to that received before pro- 
motion and involving no decrease. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


GRADE 3 (O E8) 


TITLES OF POSITIONS’ — 
ASSISTANT, ENGINEER 
ASSIS TANT ENGINEER; (GlV iL} 
ASSISTANTS ENGINEER CELMCT RICA) 
ASSISTANT ENGINEER (MECHANICAL) 
ASSISTANT ENGINEER (POWERPLANT SUPERVISION) 
ASSISTANT ENGINEER CSANITARY) 


*Appropriate deductions from salary will be made in the case of Junior Engineers receiv- 
ing part or full maintenance. 
*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Chief Inspector of Combustibles, Fire Department. 
Assistant Engineer (Some Plant Supervision) in the Department of Public 
Charities. 
Assistant Engineer in charge of mechanical forces in the Department of Street 
Cleaning. 
Assistant Engineer in charge of the construction of a minor bridge in the Depart- 
ment of Plant and Structures. 
Assistant Engineer in charge of the Division of Design and Survey, Bureau of High- 
ways, Manhattan. 
Assistant Engineer in charge of a Division of Sewer Construction, Bureau of 
Sewers, Queens and Brooklyn. 
First Assistant Engineer assisting Engineer in charge of the Division of Mainte- 
nance, Bureau of Highways, Brooklyn. 


59 


DUTIES— 


Assistant Engineer, Assistant Engineer (Civil), Assistant Engineer (Electrical), 
Assistant Engineer (Mechanical), Assistant Engineer (Sanitary): 

The duties of incumbents of these positions are to exercise engineering judgment 
and to assume responsibility in making studies and computations necessary to the 
preparation of plans, designs, specifications and contracts for or in supervising or 
inspecting construction work on a minor section of a large engineering project, or 
a major section of a small engineering project; or in the operation of a completed 
section of a project of either kind; or to make under supervision engineering 
investigations for executive action, incident to the criticism of the design, plan, 
construction or operation of the above projects.’ 


Examples: 


Independently designing and preparing plans for more important work. 
Supervising: 

A large squad or division or small bureau in designing and preparing 
plans, preparing estimates, assessment lists, specifications. 

Engineering examinations of plans and specifications for new buildings 
and alterations. 

Inspections of new buildings and alterations. 

Assuming responsible charge of: 

The construction, installation or operation of structures, plants or appur- 
tenances for a division under the distribution, pumping, watershed, 
power production, purification or disposal plant functions or a 
combination of these functions; installation of a heating, lighting 
or electrical plant. 

The construction, maintenance or repair of a system of sewers, con- 
duits, or highways, of bridges, viaducts, tunnels, piers, bulkheads, 
retaining walls, or of public buildings, etc. 

Topographical or sub-surface surveys. 

Preparation of street layout and grades. 

Making independent engineering investigations and reports relating to: 

Encroachments, pavement conditions and valuations. 

Sewer construction, garbage, snow and sewage disposal. 

Traffic studies and statistics for local improvements. 

Map changes, drainage plans and street opening proceedings. 

Unauthorized structures, applications for franchises. 

Operation of refrigeration plants. 

Making: 

Engineering inspections, investigations, estimates and reports for mu- 
nicipal improvements, including requests for appropriations of public 
funds, approval of contracts, plans and specifications for modifica- 
tions of contemplated improvements for work under construction 
or completed, or for adjustment of claims or audit. 

Engineering investigations incident to the preparation of standard 
specifications for work, supplies, material, equipment and methods. 


~ Assistant Engineer (Power Plant Supervision): 

The duties of Assistant Engineers (Power Plant Supervision) are to be in 
responsible charge of all mechanical equipment and of the plant and works employed 
in the production, distribution and utilization of heat, light and power for the 
various institutions or buildings of a department, including responsibility for organi- 
zation and equipment, for economy in operation, and for new installations where 


required. 


1See also Grade 3 of the Inspector of Public Works, Inspector of Buildings and Inspector 
of Electricity and Lighting Groups of the Inspectional Service. 


56 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appiopriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, expe- 
rience in work-of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION'’— 


Range of annual compensation—$2280 to $3180 inclusive. 
Salary rates—$2280, $2460, $2700, $2940, $3180. 


SPECIAL REGULATIONS GOVERNING COMPENSATION— 


Assistant Engineer, Assistant Engineer (Civil), Assistant Engineer (Electrical), 
Assistant Engineer (Mechanical), Assistant Engineer (Sanitary): 
Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


Assistant Engineer (Power Plant Supervision): 

Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are condi- 
tional upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


GRADE 4 (0 E 4) 


TITLES OF POSITIONS— 


SENIOR ASSISTANT ENGINEER 

SENIOR ASSISTANT ENGINEER (CIVIL) 
SENIOR ASSISTANT ENGINEER (ELECTRICAL) 
SENIOR ASSISTANT ENGINEER (MECHANICAL) 
SENIOR? ASSISTANT, ENGINEER *(SANTTAKY® 


*Appropriate deductions from salary will be made in case of Assistant Engineers 
receiving part or full maintenance. 
* The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents : 
Senior Assistant Engineer (Civil) acting as surveyor in the Department of Taxes 
and Assessments. 
Senior Assistant Engineer in charge of the maintenance and reconstruction of ‘a 
large bridge, such as the Brooklyn, Williamsburg, Queensboro or Manhattan 
Bridge. 
Senior Assistant Engineer in charge of the Division of Interior Electrical Inspec- 
tion in the Department of Water Supply, Gas and Electricity. 
Senior Assistant Engineer in the Bureau of Highways, Brooklyn. 
Senior Assistant Engineer in the Bureau of Sewers, Manhattan. 
Senior Assistant Engineer of the Department of Public Charities. 
Senior Assistant Engineer in charge of the Bureau of Design and Survey, The 
Bronx. 


97 


DUTIES— 

The duties of incumbents of these positions are to assume responsibility for a 
major division of work on a large engineering project, including its plan, design, 
construction, inspection or operation; or to assume responsibility for the whole of a 
small engineering project, including its plan, design, construction, inspection or 
operation; or to give independent critical engineering advice for executive action 
incident to the plan, design, construction or operation of such projects. 


Examples: 

Supervising a, major bureau of design. 

Supervising the operation of a combination of the distribution, pump- 
ing or water shed functions for an entire borough. : 
Supervising the installation or operation of a major heating, lighting or 

electrical plant. . 

Supervising the construction, maintenance or repair of a major division 
of sewers, conduits, highways, bridges, water mains, aqueducts, reser- 
voirs, viaducts, tunnels, public buildings, piers, bulkheads, retaining 
walls, ete. 

Supervising or making independently the most important engineering inves- 
tigations, inspections, estimates and reports for municipal improve- 
ments, including requests for appropriations of public funds, approval 
of contracts, plans, specifications or modifications, adjustment of claims 
or audits on work contemplated, under construction, or completed. 

Supervising engineering investigations in the preparation of standard 
specifications for work, salaries, supplies, equipment, materials or 
methods. 

Supervising engineering investigations of local improvements, map changes, 
drainage plans, street opening proceedings, applications for franchises, 
etc. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 3, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 3. 

3. Such additional qualifications as may be required by the Municipal Civil 


Service Commission. 


COMPENSATION’ — 
Range of annual compensation—$3420 to $4560 inclusive. 


Salary rates—$3420, $3660, $3960, $4260, $4560. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Beginning with the lowest rate, advancement within this grade is conditional 


upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


‘Appropriate deductions from salary will be made in the case of Senior Assistant En- 
gineers receiving part or full maintenance. 


GRADE 5 (OE5)* 
TITLES OF POSITIONS*— 


ENGINEER 
ENGINEER (CIVIL) 
ENGINEER (ELECTRICAL) - 
ENGINEER (MECHANICAL) 
ENGINEER (SANITARY) 


DUTIES— 


The duties of incumbents of these positions, which require a high order of 
executive ability and specialized knowledge, are to assume responsibility for a large 
and important engineering department, bureau, division or project involving complex 
problems of construction or maintenance and administration, or to give independent 
expert or critical engineering advice of a high order for executive action relative 
to work of this scope. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 4. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 4, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 4. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$4860 to $5700 inclusive. 
Salary rates—$4860, $5280, $5700. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


‘For purposes of civil service classification and grading, Grades 5 and 6 constitute one 
grade. 
*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Engineers in the Bureau of Contract Supervision under the Board of Estimate and 
Apportionment. 
Engineer in charge of the Topographical Bureau, Brooklyn. 
Engineer in charge of sewer work in the Bureau of Sewers and Highways, The 
Bronx, 
Engineer of the Topographical Bureau, Queens. 


59 


GRADE 6 (OE6)' 


TITLES OF POSITIONS — 


CHIEF ENGINEER 
CONSULTING ENGINEER 


* DUTIES— 

The duties of incumbents of these positions, which require the highest order of 
executive or advisory ability, are to assume entire responsibility for all engineering 
work in the largest and most important engineering departments, bureaus or projects, 
involving the most complex problems of construction or maintenance and adminis- 
tration, or to give independent expert or critical engineering advice of the highest 
order for executive action relative to work of this scope. 


QUALIFICATIONS— 

1; The minimum qualifications prescribed for Grade 5. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 5, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 5. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$6120 and up. 
Salary rates—$6120, $6600, $7200, $7800, $8400, $9000, $9600, $10200.° 
Per diem compensation—$25 and up for each full day of service. 


*For purposes of civil service classification and grading, Grades 5 and 6 constitute one 
grade. 
* The following positions are appraised at the present time in this grade: 
Consulting Engineers in all boroughs. 
2 Consulting Engineers in the Board of Estimate and Apportionment, now known 
as Chief and Deputy Chief Engineers in the Bureau of Public Improvements. 
Chief Engineer of the Bureau of Franchises of the Board of Estimate and 
Apportionment. 

Chief Engineer of the Bureau of Contract Supervision of the Board of Estimate 
and Apportionment. 

Consulting Engineer in the Department of Water Supply, Gas and Electricity, 
now known as the Chief Engineer of that Department. 

Chief Engineer of the Department of Water Supply, Gas and Electricity, now 
known as the Deputy Chief Engineer of that department. 

Chief Engineer in the Department of Plant and Structures. 

Consulting Engineer in the Department of Docks and Ferries, now known as 
Chief Engineer of the Department of Docks and Ferries. 

1 Chief Engineer in the Bureau of Sewers, Manhattan. 

1 Chief Engineer in the Bureau of Highways, Manhattan. 

1 Chief Engineer in the Bureau of Sewers, Brooklyn. 

1 Chief Engineer in the Bureau of Highways, Brooklyn. 

1 

1 

I 


— 


— 


— 


pooh 


ae 


Chief Engineer in the Bureau of Sewers and Highways, The Bronx. 
Chief Engineer in the Bureau of Sewers and Highways, Queens. 
‘Chief Engineer of Light and Power in the Department of Water Supply, Gas and 
Electricity. 
1 Chief Electrical Engineer in charge of the installation of the new fire alarm 
telegraph system of the Fire Department. This is a temporary position. 
The Board of Estimate and Apportionment will list specifically by departments such 
additional positions as it considers properly appraised in this grade. 
*No recommendation is made above $10200. 


60 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


FORESTER GROUP 
SYMBOL (O00) 


The term Forester Group is applied to those offices or employments of the Professional 
Service in which incumbents are required to supervise the work of planting, cultivating, 
conserving and protecting from destructive insect life, fungus and other diseases, trees, 
shrubs and plants in public parks or streets. 


GRADE 1(001) 


TITLES OF POSITIONS— 


FORESTER 
DUTIES— 

The duties of incumbents of these positions are to make studies, inspections and 
specifications relating to the conservation of trees, shrubs and plants and their 
protection from insects, fungus, or other parasites and diseases; to plan, supervise 
and inspect the work of all the forces employed in spraying, pruning, trimming, 
planting and otherwise caring for trees, shrubs and plants in the public parks, streets 
or nurseries of one or more boroughs; to supervise the issuance of permits for remov- 
ing or planting trees, erecting poles, stringing ropes or wires, moving houses, or fo1 
other acts which may involve injury to trees or shrubs. 


QUALIFICATIONS— 

1. Such training in forestry as is evidenced by a degree granted on the com: 
pletion of a standard course of instruction in a forestry school of recognized 
standing, or proof of other training recognized by the Municipal Civil Service 
Commission as the equivalent. 

2. Experience in the practice of forestry. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$2100 and up. 
Salary rates—$2100, $2280, $2460, $2700." 
SPECIAL REGULATION GOVERNING COMPENSATION— 
Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


LAWYER GROUP 
SYMBOL (O L) 


The term Lawyer Group is applied to those offices or employments of the Professional 
Service in which incumbents are required to conduct actions and proceedings in which the 
city, or a county or borough contained therein, a department, or an officer thereof, is a party 
or is interested, or to render legal advice or assistance to public officers. 


‘No recommendation is made above $2700. 


61 


GRADE 1 (OL 1) 


TITLES OF POSITIONS— 
JUNIOR LAW ASSISTANT 
DUTIES— 
The duties of incumbents of these positions are to perform under supervision 
definite details of legal work. 


Examples: 
Collecting legal authorities for briefs or opinions. 
Assembling facts and exhibits for trials. 
Answering calendar. 
Preparing papers in actions and proceedings. 
Taxing bills of costs. 
Entering orders and judgments. 


QUALIFICATIONS '— 

1. Either a degree granted on the completion of a standard course of instruction 
in a law school of recognized standing, or a certificate or record of admission to the 
bar in the State of New York, but not necessarily any experience in legal work other 
than that which is incident to the attainment of these qualifications. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$1020 to $1380 inclusive. 
Salary rates—$1020, $1140, $1260, $1380. 


GRADE 2 (0 L 2) 
TITLES OF POSITIONS — 


PUNT ORCAS SLANT CORPORATION COUNSEL 
JUNIOR LEGAL EXAMINER 


DUTIES— 
The duties of incumbents of these positions are to conduct less important cases, 
to assist im more important cases and to perform other legal work not involving 
great responsibility under advice or direction of other counsel. 


Examples: 
Preparing memoranda of law. 
Arguing incidental motions. 
Assisting in the preparation and trial of cases. 
Conducting the trial of routine or less difficult cases. 


‘It is recommended that the examination for this grade be held in June or July, when 
the professional schools and universities have closed. Examinations should be such as would 
attract the best students who have just graduated from professional schools. This grade 
is not a promotional grade from the Sub-Professional Service. Provision is made for pro- 
motion from Grade 2 of the Law Clerk Group of the Sub-Professional Service to Grade 2 
of this Group. Employes in Grade 1 will compete with employes in Grade 2 of the Law 
Clerk Group for promotion to Grade 2. 

*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 

Junior Assistant Corporation Counsel engaged in helping Assistants to prepare for 
trial actions on contract. 

Junior Assistant Corporation Counsel engaged in trying short weight cases in the 
lower courts. 


62 


QUALIFICATIONS— 
1. <A certificate or record of admission to the bar in the State of New York. 
2. lf appointed by promotion, not less than one year of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade l. 
3. Such additional, qualifications as may be required by the Municipal Civil 


Service Commission. 
4. Not less than one year of experience in Grade 2 of the Law Clerk Group 


of the Sub-Professional Service. 
The minimum qualifications shall consist of 1, 2 and 3, or 1, 3 and 4. 


COMFPENSATION— 
Range of annual compensation—$1500 to $2280 inclusive. 
Salary rates—$1500, $1620, $1740, $1920, $2100, $2280. 
Persons promoted from Grade 2 of the Law Clerk Group of the Sub-Professional 
Service to Grade 2 of the Lawyer Group of the Professional Service shall receive 
the salary rate nearest to that received before promotion and involving no decrease. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, in- 
dicating that the rate requested does not exceed the value of the work to be 
performed. 


GRADE 3 (0 L 8) 


TITLES OF POSITIONS'— 


DEPUTY ASSISTANT CORPORATIONS COUNSEL 
LEGAL EXAMINER 
DUTIES— 
The duties of incumbents of these positions are to supervise or perform im- 
portant legal work requiring professional experience, skill and judgment. 


Examples: 
‘Preparing opinions, briefs, instruments and pleadings. 
Arguing important motions, demurrers or appeals. 
Trying actions and proceedings. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$2520 to $4680 inclusive. 
Salary rates—$2520, $2760, $3000, $3240, $3480, $3780, $4080, $4380, $4680. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Legal Examiner for the Commissioner of Health. The present title of this position 
is Law Clerk. 
Deputy Assistant Corporation Counsel engaged in preparing drafts of opinions on 
franchise matters. 
Deputy Assistant Corporation Counsel engaged in trial of accident cases. 


63 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


GRADE 4 (OL 4) 
TITLES OF POSITIONS'— 


ASSISTANT CORPORATION -COUNSEL 
CHIEF LEGAL EXAMINER 
SENIOR LEGAL EXAMINER 

DUTIES— 


The duties of incumbents of these positions are to direct and be responsible for 
the most important work of legal branches, bureaus or divisions, or to perform 
independently the highest order of legal work. 


Examples: 


Acting as consulting counsel on the most important legal matters. 
Conducting the most important litigation. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than four years of appropriate expe- 
rience in Grade 3, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 3. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$5100 and up. 
Salary rates—$5100, $5520, $5940, $6600, $7200, $7800, $8400, $9000, $9600, $10200.? 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Assistant Corporation Counsel in charge of. the Brooklyn office of the Law Depart- 
ment, or of the Bureau of Street Opening Proceedings. 
Assistant Corporation Counsel acting as legal adviser to the Mayor. 
Assistant Corporation Counsel acting as representative of the Corporation Counsel 
at the State Capitol. 
Chief Legal Examiner in charge of the Division of Law and Adjustment in the 
Department of Finance. 
?7No recommendation is made above $10200. 


64 


NURSE GROUP 
SYMBOL (ON) 


The term Nurse Group is applied to those offices or employments of the Professional 
Service in which incumbents are required to perform such services in the nursing, care and 
treatment of the sick, and in the investigation, reporting, prevention and correction of con- 
ditions unfavorable to the health of individuals or communities as may lawfully be performed 


by nurses. 


GRADE 1(ON 1) 


TITLES OF POSITIONS’ — 


NURSE 
FIELD NURSE 


DUTIES— 


Nurse: 

The duties of Nurses are to perform under supervision routine nursing 
in hospitals and other institutions in which such routine nursing is not performed by 
pupil nurses, or to supervise and be responsible for the nursing work performed in a 
hospital ward by pupil nurses or other helpers. 


Field Nurse: 

The duties of Field Nurses are to perform under supervision such definite 
details of field nursing or social service work as may be required in the investigation, 
reporting, prevention and correction of diseases or conditions unfavorable to the 
health or welfare of individuals or communities, or to supervise small units of field 


nursing work. 


Examples: 
Supervising the health of school children and visiting the homes of parents 
to secure treatment for children requiring treatment or care. 
Investigating and reporting cases of communicable diseases. 
Visiting the homes of the sick to provide nursing care or to assist in their 


social betterment. 
Investigating conditions or circumstances attending the birth of children. 


Visiting midwives to examine their equipment and.methods. 


QUALIFICATIONS— 
1. A certificate or license to practice as registered nurse issued by the Board of 
Regents of the University of the State of New York. 
2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Nurse: 
Range of annual compensation’—$600 to $720 inclusive, with maintenance. 
Salary rates—$600, $660. $720. 
Per diem compensation*—$3.50. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Field Nurse in charge of a branch office or clinic of the Bureau of Preventable 
Diseases of the Department of Health. 
*Where work will last continuously throughout the year, the annual rate shall be paid. 
. “Where work is temporary and will not last continuously for a period measurable by 
years, the daily rate shall be paid. 


65 


Nurse employed continuously in tuberculosis, psychopathic or alcoholic hos- 
pitals or wards: 
Range of annual compensation’—$660 to $720 inclusive, with maintenance. 
Salary rates—$660, $720. 
Per diem compensation’—$4.00. 
An additional allowance of $240 may be made when a nurse is not provided 
with lodging. 
Field Nurse: 
Range of annual compensation—$960 to $1140 inclusive. 
Salary rates—$960, $1020, $1080, $1140. 


GRADE 2 (O N 2) 


TITLES OF POSITIONS’— 
CHIEF NURSE 
SENIOR FIELD NURSE 
DUTIES— 
Chief Nurse: 
The duties of Chief Nurses are to supervise and be responsible for the nursing 
work of a small division or group of wards in a hospital, or to direct the training 
of a group of pupil nurses in a training school. 


Examples: 
In charge of nurses in a group of medical or surgical wards. 
In charge of nurses in an operating room or rooms. 
Supervising the routine nursing work in a psychopathic or alcoholic service. 
Acting as special instructor of probationers and pupil nurses in practical 
and theoretical nursing and related subjects. 


Senior Field Nurse:* 

The duties of Senior Field Nurses are to supervise the field nursing or 
social service work of a group of nurses, or to make special field investigations 
requiring a high degree of technical nursing ability or experience in the treatment 
of the sick or prevention of disease. 


Examples: 
Making special investigation of the work of other nurses as a special investi- 
gator or inspector for the head of a bureau or department. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


*Where work will last continuously throughout the year, the annual rate shall be paid. 
*Where work is temporary and will not last continuously for a period measurable by 
years, the daily rate shall be paid. 
*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Senior Field Nurse in the Bureau of Preventable Diseases or the Bureau of Child 
Hygiene in the Department of Health. 
“In the case of supervisory positions, only heads of large district units are included in 
this grade. In the case of small units, it is expected that several will be grouped together 


under one supervisor. 


66 


COMPENSATION— 


Chief Nurse: 


Range of annual compensation—$780 to $1200 inclusive, with maintenance. 
Salary rates—$780, $840, $900, $960, $1020, $1080, $1140, $1200. 


Chief Nurse employed continuously in tuberculosis, psychopathic or alcoholic 
hospitals or wards, or in night supervision of nurses: 


Range of annual compensation—$840 to $1200 inclusive, with maintenance. 
Salary rates—$840, $900, $960, $1020, $1080, $1140, $1200. 


Chief Nurse engaged in instruction of pupil nurses or in charge of nurses in 
operating room: 


Range of annual compensation’—$900 to $1200 inclusive, with maintenance. 
Salary rates—$900, $960, $1020, $1080, $1140, $1200. 


Senior Field Nurse: 


Range of annual compensation—$1200 to $1440 inclusive. 
Salary rates—$1200, $1260, $1320, $1380, $1440. 


GRADE 38 (O N 8) 
TITLES OF POSITIONS'— 


ASSISTANT SUPERINTENDENT OF NURSES 
ASSISTANT DIRECTOR OF FIELD NURSES 


DUTIES— 


Assistant Superintendent of Nurses: 

The duties of Assistant Superintendents of Nurses are to act as assistant to 
the Superintendent of Nurses of a large hospital, or to superintend the entire nursing 
staff in a small hospital with or without a training school for nurses. 


Assistant Director of Field Nurses 


The duties of Assistant Directors of Field Nurses are to act as assistant to 
the Director of Field Nurses and to be responsible for the performance of assigned 
duties in an entire bureau composed of several large units, or to direct and be 
responsible for the work of the field nurses of a small and independent bureau. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Assistant Superintendent of Nurses: 


Range of annual compensation—$1320 to $1560 inclusive, with maintenance. 
Salary rates—$1320, $1440, $1560. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Assistant Superintendent of Nurses in Bellevue or Metropolitan Hospital. 
Assistant Superintendent of Nurses superintending the nursing force in Fordham 
or Harlem Hospital. 
Assistant Director of Field Nurses in the Bureau of Preventable Diseases. 
Assistant Director of Field Nurses at Bellevue Hospital. 


67 


Assistant Director of Field Nurses: 


Range of annual compensation—$1560 to $1680 inclusive. 
Salary rates—$1560, $1680. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


GRADE 4 (ON 4) 


TITLES OF POSITIONS'— i 


SUPERINTENDENT OF NURSES 
DIRECTOR OF FIELD NURSES 
DUTIES— 


Superintendent of Nurses: 

The duties of Superintendents of Nurses, which require a high degree of 
nursing and executive ability, are to direct the entire nursing staff in a large hospital 
with or without a training school for nurses, or to act as superintendent of nurses 
and lay superintendent in a small hospital, or to be responsible for the entire 
administration of a small hospital where knowledge of nursing and hospital work 
is required, but not necessarily professional training in medicine.’ 


Director of Field Nurses: 

The duties of Directors of Field Nurses, which require a high degree of execu- 
tive ability and experience in field nursing, are to direct and be responsible for the 
nursing work of the field nurses of an entire bureau composed of several large units. 


QUALIFICATIONS— _ 

1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 3, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 3. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Superintendent of Nurses: 


Range of annual compensation—$1680 to $1980 inclusive, with maintenance. 
Salary rates—$1680, $1800, $1980. 


Director of Field Nurses: 


Range of annual compensation—$1800 to $2160 inclusive. 
Salary rates—$1800, $1980, $2160. 


The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 

Superintendent of Nurses in Metropolitan, Bellevue, City or Kings County Hos- 
pital. 

Superintendent of Nurses in charge of Gouverneur, Fordham or Sea Breeze Hos- 
pital. ; 

Director of Field Nurses in the Bureau of Preventable Diseases of the Depart- 
ment of Health. 

"It is intended to provide for the assignment of a Superintendent of Nurses to work 
as administrative head of a small hospital where training in medicine is not required. Such 
an assignment should not involve a change of title. An office title could be given indicating 
the specific institution of which the Superintendent of Nurses is in charge. 


68 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


GRADE 5 (ON 5) 
TITLES OF POSITIONS'— 


GENERAL SUPERINTENDENT OF NURSES 
DUTIES— 
The duties of incumbents of these positions, which require the highest degree of 
nursing and executive ability, are to direct the entire nursing staff in a group or 
department of hospitals, with or without training schools for nurses. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 4. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 4, or if appointed as the result of an open competitive examination, ex- 
perience in work of the character and standard of Grade 4. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$2160 to $3060 inclusive, with maintenance. 
Salary rates—$2160, $2340, $2580, $2820, $3060. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


PATHOLOGIST GROUP 
SYMBOL (0G) 


The term Pathologist Group is applied to those offices or employments of the Profes- 
sional Service in which incumbents are required to perform autopsies or post mortem 
examinations, to recognize and report pathological conditions discovered by microscopic or 
other examinations, to prepare and mount specimens of tissue for examination or exposition, 
and to perform such other services as may be required in the procuring, preparation, 
examination, or analysis of specimens of human tissue. 


GRADE 1(0G1) 
TITLES OF POSITIONS— 


ASSISTANT “BATHOLOGIST 
DUTIES— 


The duties of incumbents of these positions are to exercise independent judg- 
ment in and to be responsible for pathological examinations and to perform research 
work under supervision. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Genera] Superintendent of Nurses in Bellevue and Allied Hospitals. 


69 


Examples: 


Examining pathological and surgical specimens. 
Performing autopsies. 


QUALIFICATIONS— 


1. A medical degree granted on the completion of a standard course of instruc- 
tion in a medical school of recognized standing. 

2. Experience as either interne or assistant in a pathological laboratory of 
recognized standing. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation for full-time service—$1740 to $2100 inclusive. 
Salary rates—$1740, $1920, $2100. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rage, advancement within this grade is conditional upon 
appraisal under the rules of the Board of Estimate and Apportionment, indicating 
that the rate requested docs not exceed the value of the work to be performed. 


GRADE 2 (0 G 2), 


TITLES OF POSITIONS’ — 


PA rOLOGIST 
DUTIES— 


The duties of incumbents of these positions, which may or may not involve 
supervision of employes in Grade 1, are to supervise and be responsible for special 
laboratory work in a division of the pathological service, or to perform independent 
experiments and to conduct original research of wide scope and importance. 

Examples: 

Directing the performance of autopsies, the examination of body tissues 


and fluids, the preparation of culture media and serums, the performance 
of dissection, microscopical examinations and diagnoses. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation for full-time service—$2280 to $3180 inclusive. 
Salary rates—$2280, $2460, $2700, $2940, $3180. 
Range of annual compensation for part-time service, averaging not less than 
18 hours a week—$1500 to $1920 inclusive. 
Salary rates—$1500, $1620, $1740, $1920. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional upon 
appraisal under the rules of the Board of Estimate and Apportionment, indicating 
that the rate requested does not exceed the value of the work to be performed. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Pathologist in Bellevue and Allied Hospitals. 


7U 


GRADE 8 (0 G 38) 


TITLES OF POSITIONS'— 
SENIOR PATHOLOGIST 
DUTIES— 


The duties of incumbents of these positions, which require a high order of 
specialized knowledge, are to perform independent experiments and to conduct 
original research in pathology of the widest scope and importance. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, experi- 
ence in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation for full-time service—$3420 to $4560 incrusive. 
Salary rates—$3420, $3660, $3960, $4260, $4560. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


GRADE 4 (OG4) 
TITLES OF POSITIONS*— 


DIRECTOR OF PATHOLOGICAL LABORATORIES 
DUTIES— 


The duties of incumbents of these positions, which require the highest order 
of specialized knowledge, are to supervise and be responsible for the entire work 
of a pathological laboratory, or of a group of pathological and other laboratories, 
and to furnish expert and critical advice of the highest order in the practice of 
pathology. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 3, or if appointed as the result of an open competitive examination, experi- 
ence in work of the character and standard of Grade 3. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation for full-time service—$5100 and up. 
Salary rates—$5100, $5520, $5940.’ 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Senior Pathologist in the Central Testing Laboratory. 
*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Director of the Pathological Laboratories of Bellevue and Allied Hospitals. 
*No recommendation is made above $5940. 


fi 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


PHARMACIST GROUP 
SYMBOL (O F) 


The term Pharmacist Group is applied to those offices or employments of the Profes- 
sional Service in which incumbents are required to compound, preserve and dispense drugs 
according to prescriptions of medical practitioners or standard formulae, or to perform 
such services in the investigation, reporting, prevention and correction of conditions involved 
in the manufacture, handling and sale of drugs and other medicines as may properly be 
performed by pharmacists. 


GRADE 1(OF 1) 
TITLES OF POSITIONS’— 

ASSISTANT PHARMACIST 
DUTIES— 

. The duties of incumbents of these positions, which are performed under super- 
vision of a Pharmacist in Grade 2, are to compound, preserve and dispense drugs 
and medicines, to manufacture standard preparations and to keep records of pre- 
scriptions filled. 


QUALIFICATIONS— 

1. A certificate or license to practice pharmacy issued by the Board of Regents 
of the University of the State of New York, but not necessarily any experience in 
the practice of pharmacy other than that which is incident to the attainment of 
these qualifications. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation with maintenance—$600 to $840 inclusive. 
Salary rates—$600, $720, $840. 
Range of annual compensation without maintenance—$900 to $1140 inclusive. 
Salary rates—$900, $1020, $1140. 


GRADE 2 (O F 2) 
TITLES OF POSITIONS*— 
PHARMACIST 
DUTIES— 

The duties of incumbents of these positions, which are performed independ- 
ently in an institution, or in the field, and which may involve supervision of employes 
in Grade 1 and of other helpers, are to compound, preserve, and dispense drugs 
and medicines, to manufacture standard preparations, and to keep records of pre- 
scriptions filled, or to perform such services in the investigation, reporting, pre- 
vention and correction of conditions involved in the manufacture, handling and sale 
of drugs and other medicines as may properly be performed by pharmacists. 


1The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Assistant Pharmacist at Kings County Hospital. 
?The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Pharmacist at Kings County, Metropolitan, Harlem and City Hospitals. 


72 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation with maintenance—$960 to $1200 inclusive. 
Salary rates—$960, $1080, $1200. 


Range of annual compensation without maintenance—$1260 to $1500 inclusive. 
Salary rates—$1260, $1380, $1500. 


GRADE 8 (O F 8) 
TITLES OF POSITIONS— 


HEAD PHARMACIST 
DUTIES— 


The duties of incumbents of these positions, which involve supervision of the 
compounding, preserving and dispensing of drugs and medicines, the bottling and 
delivery of supplies, the preparation of special reports and requisitions, and of 
various drug dispensing branches, are to act as chief pharmacist in a manufactur- 
ing interdepartmental laboratory under the direction of a chemist, or to take charge 
of the largest institutional drug laboratories. 


QUALIFICATIONS— 

1. .The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, experi- 
ence in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$1620 to $2460 inclusive. 
Salary rates—$1620, $1740, $1920, $2100, $2280, $2460. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


PHYSICIAN GROUP 
SYMBOL (O P) 


The term Physician Group is applied to those offices or employments of the Profes- 
sional Service in which incumbents are required to perform such services in the care and 
treatment of the sick, and in the investigation, reporting, prevention and correction of con- 
ditions unfavorable to the health of individuals or communities as may lawfully be performed 
by physicians. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Head Pharmacist in the general drug laboratory of the Department of Public 
Charities. 
Head Pharmacist in Bellevue Hospital. 


73 


GRADE 1 (O Pl) 
TITLES OF POSITIONS— 


MEDICAL INTERNE 
DUTIES— 


The duties of incumbents of these positions are to perform under supervision 
such medical work in the care and treatment of hospital patients or institutional 
inmates as is commonly required of a medical interne. 


Examples: 


Making physical examinations of hospital patients or institutional inmates 
and keeping records of the same. 

Diagnosing and treating medical or surgical cases and keeping clinical 
records of the same. 

Making bacteriological or pathological examinations. 

Acting as ambulance surgeon. 

Assisting at operations. 


QUALIFICATIONS— 


1. Either a medical degree granted on the completion of a standard course of 
instruction in a medical school of recognized standing, or a certificate or license to 
practice medicine issued by the Board of Regents of the University of the State of 
New York, but not necessarily any experience in the practice of medicine other than 
that which is incident to the attainment of these qualifications. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
; Range of annual compensation—$120 to $240 inclusive, with maintenance. 
Salary rates—$120, $240. 
An additional compensation of $10 per month may be paid to Medical Internes 


employed exclusively in tuberculosis work or in the hospitals of the Department of 
Health. 


GRADE 2 (0 P 2) 
TITLES OF POSITIONS’ — 


ASSISTANT’ PHYSICIAN (HOSPITAL) 
ASSISTANT PHYSICIAN (MEDICAL CLERK) 
DUTIES— 
Assistant Physician (Hospital): 
The duties of Assistant Physicians (Hospital) are to perform under supervision 
such services as may be required in the medical examination of applicants for admis- 
sion to hospitals or other institutions or in the routine medical or surgical care and 


treatment of hospital patients or institutional inmates, or to supervise internes in 
_ Grade 1 in this work. 


Examples: 
Acting as resident physician in a hospital or other institution. 


1The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Assistant Physician (Hospital) in Bellevue Hospital. 
Assistant Physician (Medical Clerk) in the Department of Health. 


74 


Assistant Physician (Medical Clerk): 


The duties of Assistant Physicians (Medical Clerk) are to issue permits for the 
removal, transfer, or burial of dead bodies, and to receive and examine certificates 
of births and deaths, as a safeguard against violation of the provisions of the sani- 
tary code relating to the filing and recording of vital statistics. 


QUALIFICATIONS— 


1. A certificate or license to practice medicine issued by the Board of Regents 
of the University of the State of New York, unless in accordance with the rules 
of the Board of Health this provision is waived by the Municipal Civil Service 
Commission in the case of medical officers working under supervision in institutions.” 

2. Not less than one year of experience as hospital interne or as assistant to an 
established practitioner or in independent practice. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Assistant Physician (Hospital): 
Range of annual compensation—$900 to $1380 inclusive, with maintenance. 
Salary rates—$900, $1020, $1140, $1260, $1380. 


Assistant Physician (Hospital) employed exclusively in tuberculosis or con- 
tagious disease work or in the institutions of the Department of 
Correction: 

Range of annual compensation—$1260 to $1380 inclusive, with maintenace. 
Salary rates—$1260, $1380. 


Assistant Physician (Medical Clerk): 
Range of annual compensation—$1140 to $1500 inclusive. 
Salary rates—$1140, $1260, $1380, $1500. 


GRADE 3 (O P 8) 
TITLES OF POSITIONS*— 


*Medical officers working in institutions under the supervision of medical superintendents 
or medical boards are not required by the rules of the Board of Health to have a license 
to practice in the State of New York. At present it is not possible to require a license 
locally in the case of Assistant Physicians since there is not available for these positions a 
sufficient number of internes who have received a license to practice in the State of New 
York. In future internes who desire to advance to positions as Assistant Physician may 
be required to pass the New York State examinations for license to practice. 

*It is suggested that the medical service in the correctional institutions on Blackwell’s 
Island should be supplied by the Department of Public Charities. 

*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 

Physician (Hospital) at the Municipal Lodging House. 

Physician (Hospital) for an investigation bureau of the Department of Public 
Charities. 

Physician (Clinic) in charge of a Wassermann or anti-rabic clinic. 

Physician (Field) inspecting for communicable and other diseases in the Department 
of Health. 

Physician (Anaesthetist) in Bellevue Hospital. 

Physician (Oculist) in the Bureau of Child Hygiene of the Department of Health. 

Physician (Hospital) at the Penitentiary, Blackwell’s Island. 

Physician (Clinic) to the tuberculosis or other clinics of the Department of Health. 

Physician (Clinic) to out-patient clinics of Bellevue and Allied Hosptals. 

Physcian (Clinic) to out-patient clinics at the hospitals of the Department of 
Public Charities. 


75 


PHYSICIAN (ALIENIST) 

PHYSICIAN (ANAESTHETIST) 
PHYSICIAN (CLINIC) 

PHYSICIAN (DIAGNOSTICIAN) 
PHYSICIAN (FIELD) 

PHYSICIAN (HOSPITAL) 

PHYSICIAN (LARYNGOLOGIST) 
PHYSICIAN (OCULIST) 

PHYSICIAN (ROENTGENOLOGIST) 
PHYSICIAN (SUPERVISING DISTRICT) 


DUTIES— 


/ Physician (Alienist): 
The duties of Physicians (Alienist) are to assist the Senior Physician (Alienist) 
of a. hospital or other institution in the examination, care and treatment of the 
insane or mentally abnormal. 


Physician (Anaesthetist) : 

The duties of Physicians (Anaesthetist) are to supervise and be responsible for 
the administration of anaesthetics or the instruction of medical internes in the 
administration of anaesthetics in city hospitals. 


Physician (Clinic): 
The duties of Physicians (Clinic) are to attend the clinics maintained by the 


city for the treatment of out-patients and to examine and give medical and surgical 
treatment to such patients. 


Physician (Diagnostician): 
The duties of Physicians (Diagnostician) are to exercise independent judgment 


in and to be responsible for the diagnosis of communicable diseases in the Depart- 
ment of Health. 


Physician (Field): 

The duties of Physicians (Field) are to be responsible for the medical examina- 
tion and treatment of school children or of applicants for admission to city institu- 
tions, or to investigate, recognize, report, prevent or correct diseases or conditions 
unfavorable to the health of individuals or communities. 


Physician (Hospital): 
The duties of Physicians (Hospital) are to supervise and be responsible for the 
care and treatment of hospital patients or institutional inmates. 


Examples: 

Acting as resident physician in a hospital or other institution in which the 
duties of the resident require a high degree of supervisory or executive 
ability, or as resident physician in charge of a group of wards in a large 
hospital. 


Physician (Laryngologist): 

The duties of Physicians (Laryngologist) are to be responsible for the diag- 
nosis and treatment of diseases and other pathological conditions of the throat and 
adjacent structures in city hospitals, clinics or other institutions. 


Physician (Oculist): 

The duties of Physicians (Oculist) are to be responsible for the diagnosis and 
treatment of diseases and other pathological conditions of the eyes in city hospitals, 
clinics or other institutions. 


76 


Physician (Roentgenologist): 
The duties of Physicians (Roentgenologist) are to supervise and be responsible 
for the taking, preparation and interpretation of X-ray photographs in city hospitals. 


Physician (Supervising District): 
The duties of Physicians (Supervising District) are to direct and supervise the 
medical work of a district of the Bureau of Preventable Diseases, including exami- 


nation and treatment of patients attending a clinic, field work, and the general man- 
agement of the branch office. 
QUALIFICATIONS— 

Physician (Anaesthetic) Physician (Clinic), Physician (Diagnostician), Phy- 
sician (Field), Physician (Hospital), Physician (Laryngologist), Phy- 
sician (Oculist), Physician (Roentgenologist), Physician (Supervising 
District) : 

1. The minimum qualifications prescribed for Grade 2. 
2. If appointed by promotion, not less than two years of appropriate experience 
‘in Grade 2, or if appointed as the result of an open competitive examination, experi- 
ence in work recognized by the Municipal Civil Service Commission as qualifying 
for the specialized field in question. 
3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


Physician (Alienist) : 
1. A certificate issued by a judge of a court of record to act as examiner in 


lunacy as prescribed by the laws of the State of New York. 


2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Physician (Anaesthetist), Physician (Field), Physician (Hospital), Physician 
(Laryngologist), Physician (Oculist), Physician (Roentgenologist): 
Range of annual compensation for full-time service with maintenance—$1500 to 
' $2280 inclusive. 

Salary rates—$1500, $1620, $1740, $1920, $2100, $2280. 

Range of annual compensation for full-time service without maintenance— 
$2100 to $2760 inclusive. 

Salary rates—$2100, $2280, $2520, $2760. 

Range of annual compensation for part-time service, averaging not less than 24 
hours a week—$1380 to $1500 inclusive. 

Salary rates—$1380, $1500. 

Range of annual compensation for part-time service, averaging not less than 18 
hours a week—$1140 to $1380 inclusive. 

Salary rates—$1140, $1260, $1380. 
Physician (Alienist): 

Range of annual compensation for full-time service with maintenance—$1920 
to $2280 inclusive. 

Salary rates—$1920, $2100, $2280. 

Range of annual compensation for full-time service without maintenance—$2520 
to $2760 inclusive. 

Salary rates—$2520, $2760. 


Physician (Clinic): 


Range of annual compensation for part-time service, averaging not less than 8 
hours a week—$300 to $660 inclusive. 
Salary rates—$300, $420, $540, $660. 


77 


Physician (Diagnostician), Physician (Supervising District): 

Range of annual compensation for full-time service without maintenance— 
$2280 to $2760 inclusive. 

Salary rates—$2280, $2520, $2760. . 

Range of annual compensation for part-time service, averaging not less than 18 
hours a week—$1260 to $1500 inclusive. 

Salary rates—$1260, $1380, $1500. 


Physician (Field) in the Department of Education: 


Range of annual compensation for part-time service, averaging not less than 
6 nor more than 12 hours a week—480 to $720 inclusive. 
Salary rates—$480, $600, $720. 


Physician (Hospital) acting as first assistant to the resident physician in 
charge of a hospital in the Department of Health: 
Range of annual compensation for full-time service with maintenance—$1740 
to $2280 inclusive. 
Salary rates—$1740, $1920, $2100, $2280. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Physician (Clinic),” Physician (Field) in Department of Education: 

Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be per- 
formed. 


GRADE 4 (O P 4) 


TITLES OF POSITIONS— 
SUNG Rae rhyY SI@LAN CALIENIST) 
SENIOR PHYSICIAN, CASSISTANT REGISTRAR) 
SENIOR PHYSICIAN (RIEED)* 
SENIOR PHYSICIAN (OKPRBOPEDISE } 
Asolo LAN TeeMEDICALS SUPERINTENDENT 


DUTIES— 
Senior Physician (Alienist) : 
The duties of Senior Physicians (Alienist) are to exercise a high degree of 


technical skill and ability in the examination, care and treatment of the insane or 
mentally abnormal in a hospital or other institution. 


‘Physicians (Clinic) on the 8-hour schedule shall not receive an initial rate of more than 
$300, except in the case of those supervising a clinic, who shall receive $540. 
The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Senior Physician (Field) acting as Assistant Director of the Bureau of Preventable 
Diseases in the Department of Health. — 
Assistant Medical Superintendent in charge of Greenpoint Hospital, Department of 
Public Charities. 
Assistant Medical Superintendent of Bellevue or Metropolitan Hospital. 
’This title and the accompanying salary range is intended to apply to positions as 
medical officers and surgeons in the Police, Fire and Street Cleaning Departments, and as 


physicians to coroners. 


78 


Senior Physician (Assistant Registrar): 

The duties of Senior Physicians (Assistant Registrar) are to supervise and he 
responsible in a small unit for the gathering of vital and other related statistics, 
including tabulation of births, marriages, deaths and the causes of deaths. 

Senior Physician (Field): 

The duties of Senior Physicians (Field) are to supervise and be responsible for 
important work calling for the exercise of a high degree of professional skill, 
judgment and executive ability in the examination, diagnosis and treatment of indi- 
vidual cases as well as in the detection, prevention and correction of conditions 
adverse to public health, and to make special investigations or research relative to 
the control of disease. 


Examples: 
Supervising groups of field medical inspectors as field supervisor of the 
Department of Health. ; 
Making special investigations or research in the causation and methods of 
prevention of disease. 


Senior Physician (Orthopedist) : 

The duties of Senior Physicians (Orthopedist) are to exercise a high degree 
of technical skill and ability in the diagnosis and treatment of physical deformities 
in city hospitals, clinics or other institutions. 


Assistant Medical Superintendent: 

The duties of Assistant Medical Superintendents are to perform such details of 
supervisory work in the management and control of a large hospital or group of hos- 
pitals as may be assigned by the Medical Superintendent, or to act as superintendent 
of a small hospital. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 3, or if appointed as the result of an open competitive examination, experi- 
ence in work of the character and standard of Grade 3. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Senior Physician (Alienist), Senior Physician (Field), Senior Physician (Ortho- 
pedist), Assistant Medical Superintendent: 

Range of annual compensation for full-time service with maintenance—$2520 
to $3480 inclusive. 

Salary rates—$2520, $2760, $3000, $3240, $3480, 

Range of annual compensation for full-time service without maintenance—$3000 
to $3480 inclusive. 

Salary rates—$3000, $3240, $3480. 

Range of annual compensation for part-time service, averaging not less than 18 
hours a week—$1620 to $2100 inclusive. 

Salary rates—$1620, $1740, $1920, $2100. 


Senior Physician (Assistant Registrar): 
Range of annual compensation—$2520 to $3000 inclusive. 
Salary rates—$2520, $2760, $3000. 
SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be per- 
formed. 


79 


GRADE 5 (O P 5) 
TITLES OF POSITIONS'— 


CHIEF PHYSICIAN (ALIENIST) 

CHIRP PMYSICIAN (DIAGNOSTICIAN) 

CHIE Be PE Y SICLAN CHIELD) 

MEDICAL CONSULTANT (LAW DEPARTMENT) 
MEDICAL SUPERINTENDENT 


DUTIES— 
Chief Physician (Alienist) : 


The duties of Chief Physicians (Alienist) are to direct and supervise the exami- 
nation, care and treatment of the insane or mentally abnormal in a large hospital. 


Chief Physician (Diagnostician): 

The duties of Chief Physicians (Diagnostician) are to exercise the highest 
degree of technical skill in and to be entirely responsible for the diagnosis of com- 
municable diseases in the Department of Health. 


Chief Physician (Field): 
The duties of Chief Physicians (Field) are to perform such services as assistants 
or advisers to the directors of bureaus within the Department of Health, as require 


an exceptionally high degree of administrative and technical ability, special training 
and expertness in the supervision of specialized health work. 


Medical Consultant (Law Department): 


The duties of the Medical Consultant (Law Department), which are performed 
for the Board of Estimate and Apportionment, the Department of Finance and the 
Law Department, are to examine and to determine the condition of city employes who 
are temporarily absent from duty because of illness or who may be physically or 
mentally incapacitated for further performance of duty and eligible for pensions; to 
act as medical examiner in accident cases and other litigations where a medical wit- 
ness is needed by the city; and to make such reports and to give such court testimony 
as may be required. 


Medical Superintendent: 


The duties of Medical Superintendents are to be responsible for the entire 
administration of large hospitals or other institutions. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 4. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 4, or if appointed as the result of an open competitive examination, experi- 
ence in work of the character and standard of Grade 4. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation for full-time service—$3780 to $4680 inclusive, 
with maintenance for physicians in hospital or institutional service. 
Salary rates—$3780, $4080, $4380, $4680. 
Range of annual compensation for part-time service, averaging not less than 18 
hours a week—$2280 to $2700 inclusive. 
Salary rates—$2280, $2460, $2700. 


1The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Chief Physician (Alienist) in charge of the psychopathic service at Kings County 
Hospital. 


80 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be per- 
formed. 


GRADE 6 (0 P 6) 


TITLES OF POSITIONS’ — 
CHIEF MEDICAL EXAMINER 
DIRECTOR OF -PSYCHOPATHIGMSERViICH 
GENERAL MEDICAL SUPERINTENDENT 
HEALTH: DIRECTOR?’ 
DUTIES— 
Director of Psychopathic Service: 
The duties of the Director of Psychopathic Service, which require the highest 
order of specialized knowledge, are to direct and be responsible for the psycho- 
pathic and alcoholic service of Bellevue and Allied Hospitals. 


General Medical Superintendent: 
The duties of General Medical Superintendents are to direct, control and super- 
vise the administration of a group or department of hospitals. 


Health Director: 

The duties of Health Directors are to direct, control and supervise one of the 
major bureaus of the Department of Health, or to act as chief consultant and staff 
adviser of the department in one of the most important specialized fields. 


QUALIFICATIONS— 
Director of Psychopathic Service: 
1. The minimum qualifications prescribed for Grade 5. 
2. Experience in hospital administration together with extended experience and 
notable achievement in the study and treatment of psychopathic conditions. 
3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


General Medical Superintendent, Health Director: 

1. The minimum qualifications prescribed for Grade 5. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 5, or if appointed as the result of an open competitive examination, experi- 
ence in work of the character and standard of Grade 5. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range oi annual compensation for full-time service—$5100 and up, with main- 
tenance for physicians in hospital or institutional service. 
Salary rates—$5100, $5520, $5940. 


* The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
General Medical Superintendent of Bellevue and Allied Hospitals. 
Health Director, Bureau of Child Hygiene or Bureau of Hospitals of the Depart- 
ment of Health. 
Director of Psychopathic Service at Bellevue Hospital. 
The new position of Chief Medical Examiner, which is to replace the existing 
position of Coroner, should later be defined in this grade. 
*The specific specialized directorship should be indicated in brackets, as Health Director 
(Child Hygiene), Health Director (Hospitals), Health Director (Sanitary Superintendent). 
®No recommendation is made above $5940, 


81 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be per- 
formed. 


VETERINARIAN GROUP 
SYMBOL (O V) 


The term Veterinarian Group is applied to those offices or employments of the 
Professional Service in which incumbents are required to perform such services in the 
investigation, reporting, prevention and treatment of diseases of animals and in the 
preparation of animal serums, antitoxins and vaccines as may lawfully be performed by 
veterinarians. 


GRADE 1 (OV1) 
- TITLES OF POSITIONS — 


VETERINARIAN 
DUTIES— 


The duties of incumbents of these positions are to prevent and treat the diseases 
of and to perform operations on animals, to investigate and report ante mortem 
and post mortem physiological and pathological conditions in domestic animals, and 
to inspect and report upon sanitary conditions affecting the public health. 


Examples: 
Diagnosing glanders and rabies. 
Inspecting animals slaughtered for food. 
Inspecting dairies. 
Inoculating and bleeding animals. 
Preparing blood specimens for laboratory use. 


QUALIFICATIONS— 
1. A certificate or license to practice veterinary science issued by the Board of 
Regents of the University of the State of New York. 
2. Experience in the practice of veterinary science. 
3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 

Range of annual compensation for full-time service—$1800 to $2340 inclusive. 

Salary rates—$1800, $1980, $2160, $2340. 

Range of annual compensation for part-time service, averaging not less than 
28 hours a week—$1500 to $1740 inclusive. 

Salary rates—$1500, $1620, $1740. 

Range of annual compensation for part-time service, averaging not less than 18 
hours a week—$1200 to $1440 inclusive. 

Salary rates—$1200, $1320, $1440. 


_—— 


1The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Veterinarian in the Department of Street Cleaning. 
Veterinarian in the Bureau of Food and Drugs in the Department of Health. 


82 


GRADE 2 (OV 2) 
TITLES OF POSITIONS’ — 


SUPERVISING VETERINARIAN 
DUTIES— 


The duties of incumbents of these positions are to supervise and be responsible 
for the work of veterinarians and to exercise in consultation and practice the highest 
degree of veterinary skill and judgment. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than three years of appropriate expe- 
rience in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation for full-time service—$2580 to $3300 inclusive. 

Salary rates—$2580, $2820, $3060, $3300. 

Range of annual compensation for part-time service, averaging not less than 21 
hours a week—$1800 to $2340 inclusive. 

Salary rates—$1800, $1980, $2160, $2340. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be per- 
formed. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Supervising Veterinarian in the Department of Street Cleaning. 


83 


SUB-PROFESSIONAL SERVICE 
SYMBOL (B) 


The term Sub-professional Service is applied to those offices or employments 
the duties of whose incumbents are to perform technical work subordinate or 
preparatory to work outlined in the various groups of the Professional Service. 


APPRENTICE PHARMACIST GROUP 
SYMBOL (BF) 


The term Apprentice Pharmacist Group is applied to those offices or employments of 
the Sub-professional Service in which incumbents are required to receive such instruction 
and to perform under supervision such practical apprentice work in the handling, compound- 
ing, and dispensing of drugs and medicines as constitute preparation for the examination 
for a certificate or license to practice pharmacy issued by the Board of Regents of the 
University of the State of New York. 


GRADE 1 (BF1) 
TITLES OF POSITIONS— 


APPRENTICE PHARMACIST 
DUTIES— | 


The duties of incumbents of these positions, which are performed under the 
supervision of licensed pharmacists, are to receive such instruction and to perform 
such practical apprentice work in the handling, compounding, and dispensing of 
drugs and medicines and in the manufacture of standard preparations as con- 
stitute preparation for the examination for a certificate or license to practice 
pharmacy issued by the Board of Regents of the University of the State of New 
York. 


QUALIFICATIONS— 


1. An apprentice license issued by the State Board of Pharmacy according to 
provision 233, chapter 422 of the Laws of 1910 of the State of New York. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation with maintenance—$360 to $480 inclusive. 
Salary rates—$360, $420, $480. 

Range of annual compensation without maintenance—$600 to $720 inclusive. 
Salary rates—$600, $660, $720. 


DENTAL ASSISTANT GROUP 
SYMBOL (BS) 
The term Dental Assistant Group is applied to those offices or employments of the 


Sub-professional Service in which incumbents are required to remove deposits, accretions 
and stains from the teeth and to give instruction in oral hygiene. 


84 


GRADE I (BS1) 
TITLES OF POSITIONS— 
DENTAL ASSISTANT 
DUTIES— 


The duties of incumbents of these positions are to remove deposits, accretions 
and stains from the teeth and to give instruction in oral hygiene. 


QUALIFICATIONS— 


1. A certificate to practice as dental hygienist issued by the Regents of the 
University of the State of New York. 

2. Such additional qualifications as may be required by the Municipal Grn 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$720 to $900 inclusive. all 
Salary rates—$720, $780, $840, $900. 


DRAFTSMAN GROUP 
SYMBOL (BD) 


The term Draftsman Group is applied to those offices or employments of the Sub- 
professional Service in which incumbents are required to perform drafting work incident or 
subordinate to the practice of engineering or architecture but not requiring professional 
training or experience. 


GRADE 1 (BD 1) 
TITLES OF POSITIONS'— 


JUNIOR DRAFTSMAN 
DUTIES— 


The duties of incumbents of these positions are to perform under supervision 
ordinary drafting work requiring training or experience in general drafting but 
not requiring professional training or experience in engineering or architecture. 


Examples: 


Tracing plans, sketches, charts and maps. 

Making pencil and ink drawings from sketches. 

Comparing tracings and drawings. 

Lettering plans, charts and drawings. 

Plotting rough surveys. 

Copying street layouts into book of record from inspectors’ reports. 

Enlarging or reducing water distribution maps showing street boundaries 
and location of mains, gates, etc. 

Preparing project maps showing limits of streets and proposed location 
of water mains from engineer’s sketch. 


QUALIFICATIONS— 


1. Such qualifications as may be required by the Municipal Civil Service Com- 
mission. 


COMPENSATION— 


Range of annual compensation—$900 to $1200 inclusive. 
Salary rates—$900, $960, $1020, $1080, $1140, $1200. 


‘It is recommended that no specialized titles be created in this grade, and that the Mu- 
nicipal Civil Service Commission maintain a single general list for Junior Draftsman. 


85 
GRADE 2 (BD 2) 
TITLES OF POSITIONS— 


DRAFTSMAN 
PLAN EXAMINER 
DUTIES'— 


Draftsman: 

The duties of Draftsmen, which require ability to lay out work and to ciel 
subordinates, or a high degree of technical skill, are to supervise and be responsible 
for a group of employes in Grade 1, or to perform the most difficult specialized 
drafting work not requiring professional training or experience in engineering or 
architecture. 


Examples: 
Preparing general working drawings or maps, 
Making computations and compiling data. 
Making assembly drawings from details. 


Plan Examiner: 

The duties of Plan Examiners, which require a knowledge of the building, tene- 
ment house, plumbing and sanitary codes and laws and of building construction, but 
which do not require professional training and experience in engineering or archi- 
tecture, are to examine and check building plans and surveys for the purpose of 
discovering violations of laws, rules, regulations and city ordinances. 


QUALIFICATIONS— 


Draftsman: 

1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


Plan Examiner: 

1. The minimum qualifications prescribed for Grade l. 

2. If appointed by promotion, not less than two years of appropriate experience 
as Junior Draftsman in Grade 1 of the Draftsman Group, or as Building Inspector in 
Grade 1 of the Inspector of Buildings Group, or in other work of corresponding 
standard and character, or if appointed as the result of an open competitive exami- 
nation, such experience as may be required by the Municipal Civil Service 
Commission. 

3. Such additional qualifications as may oe required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$1320 to $1800 inclusive. 
Salary rates—$1320, $1440, $1560, $1680, $1800. 


1No provision is made in this group for a position as head of a plan examining, drafting 
or surveying bureau or division. The chief of such a unit should be an engineer in Grade 2 
3 or 4 of the Engineer Group or an architect in Grade 2, 3 or 4 of the Architect Group of 
the Professional Service. Draftsmen and Plan Examiners who have served a year in this 
grade are eligible for promotion to Grade 2 of the Engineer and Architect Groups of the 
Professional Service. 


86 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Beginning with the lowest rate, advancement within this grade is conditional 


upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 


performed. 
SPECIAL CONDITION GOVERNING ADVANCEMENT— 


; eee hes rT ee 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


DESL) ee oe athens Gerace ite ne era 1 year 
LAO cod he tuba sheen Sipe ee Lex 
SOQ 2 oe ce ak ac ee oes oe ee ee 2 years 
1 OBO oi os FORO Ae at eee ae aoe Dias 


INSTRUMENTMAN GROUP 
SYMBOL (B I) 


The term Instrumentman Group is applied to those offices or employments of the Sub- 
professional Service in which incumbents are required to perform work incident or subor- 
dinate to the practice of engineering which involves the use of surveying and other engineer- 
ing instruments and of mathematical tables but which does not require professional training 
or experience in engineering. 


GRADE 1 (BI1) 
TITLES OF POSITIONS— 


JUNIOR INSTRUMENTMAN 
DUTIES— 


The duties of incumbents of these positions are to perform routine work~ 
requiring the use of surveying and other engineering instruments and of mathe- 
matical tables, but not requiring professional training and experience in engineering. 

Examples: 

Running levelling rod. 

Running tape. 

Checking readings on transit. 

Caring for instruments, tapes, etc. 

Operating or assisting in operating other engineering instruments. 
Checking field notes. 

Performing minor inspectional work. 

Making miscellaneous computations. 

Preparing data in connection with engineering work. 


QUALIFICATIONS— 


1. Such qualifications as may be required by the Municipal Civil Service Com- 
mission. 


COMPENSATION— 


Range of annual compensation—$900 to $1200 inclusive. 
Salary rates—$900, $960, $1020, $1080, $1140, $1200. 


87 
GRADE 2 (B12) 
TITLES OF POSITIONS— 


INSTRUMENTMAN 
DUTIES— 


The duties of incumbents of these positions, which may or may not involve 
supervision of employes in Grade 1, are to perform the most important and difficult 
routine work involving the use and adjustment of surveying and other engineering 
instruments and the use of logarithmic and mathematical tables but not requiring 
professional training and experience in engineering. 


Examples: 
Taking charge of a field party on survey, construction or repair work. 
Preparing sketches. 
Making computations and compiling data for reports and cost records. 
Adjusting surveying instruments. 
Keeping and checking survey notes. 
Inspecting on construction or repair work. 
Supervising plotting of survey notes. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. lf appointed by promotion, not less than two years of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, exper- 
ience in work of the character and standard of Grade 1. 


3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$1320 to $1800 inclusive. 
Salary rates—$1320, $1440, $1560, $1680, $1800. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


SES2O Paws ae ccs ee avers che eee eo te 1 year 
TAA ere at ee aie the ee eae I Ea: 
E560 Toe Gree ok cos ais Shorea arene tense ere 2 years 


88 


LABORATORY ASSISTANT GROUP 
SYMBOL (B B) 


The term Laboratory Assistant Group is applied to those offices or employments of the 
Sub-professional Service in which incumbents are required to assist professional laboratory 
workers in the collection and examination of specimens, the preparation of media, toxins and 
anti-toxins, in physical tests, or other laboratory work. 


GRADE 1 (BB1) 


TITLES OF POSITIONS— 
LABORATORY APPRENTICE? 
DUTIES— 
The duties of incumbents of these positions are to perform such general appren- 
tice work about laboratories as may be of assistance to professional laboratory - 
workers and laboratory assistants. 


QUALIFICATIONS— 
1. ._ Evidence of ability to perform the duties of the position satisfactory to the 
appointing officer. 
2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$360 to $600 inclusive. 


Salary rates—$360, $480, $600. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


GRADE 2 (BB 2) 
TITLES OF POSITIONS— 
LABORATORY ASSISTANT (BACTERIOLOGY) 
LABORATORY ASSISTANT. (CHEMISTRY) 
LABORATORY ASSISTANT (PATHOLOGY) 
LABORATORY ASSISTANT (PHYSICS) 
DUTIES— 
The duties of incumbents of these positions are to assist professional laboratory 
workers in the collection and examination of specimens, the preparation of media, 
toxins and anti-toxins, in physical tests, or other laboratory work: 


Examples: 
Cutting and staining sections. 
Mixing solutions. 
Preparing culture media. 
Performing routine work in the preparation of media, toxins and anti- 
toxins. 
Taking specimens for tests. 
Caring for slides, plates and specimens. 
Collecting and plating samples of water. 
Counting bacteria. 
Recording findings. 
Making reports. 


*These positions are classified as non-competitive. Persons holding these positions may 
compete in open competitive examinations for positions as Laboratory Assistant. 


89 


QUALIFICATIONS— 

1. Not less than two years of study of elementary bacteriology, chemistry, 
pathology, physics or related sciences, including experience in laboratory work, 
in a secondary school or higher institution of recognized standing, or other ex- 
perience recognized by the Municipal Civil Service Commission as the equivalent. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$720 to $1200 inclusive. 
Salary rates—$720, $840, $960, $1080, $1200. 


LAW CLERK GROUP 
SYMBOL (BL) 


The term Law Clerk Group is applied to those offices or employments of the Sub-pro- 
fessional Service in which incumbents are required to perform specialized clerical work not 
essentially professional in character but involving a knowledge of legal procedure and in 
some cases requiring admission to the bar. 


GRADE I (BL1) 


TITLES OF POSITIONS— 


JUNTORS AW CLERK 
DUTIES— 
The duties of incumbents of these positions are to perform clerical work re- 
quiring some knowledge of legal procedure. } 


Examples: 
Entering orders and judgments. 
Filing papers in public offices. 
Obtaining transcripts. 
Taxing costs. 
Issuing executions. 


QUALIFICATIONS— 
1. Experience in clerical work in a law office, or other training or education 


recognized by the Municipal Civil Service Commission as qualifying. 
2. Such additional qualifications as may be required by the Municipal Civil 


Service Commission. 
COMPENSATION— 


Range of annual compensation—$900 to $1200 inclusive. 
Salary rates—$900, $960, $1020, $1080, $1140, $1200. 


GRADE 2 (BL2) 


TITLES OF POSITIONS'’— 
LAW CLERK 


1The following positions are among those appraised by the Bureau of Personal Service 


in this grade on the basis of duties performed by present incumbents: 
Law Clerk in the Bureau of Penalties of the Law Department in charge of the 


initiation of penalty proceedings. 
Law Clerk in the Personal Tax Bureau of the Law Department in charge of bank- 


ruptcy proceedings. 


90 


DUTIES— 
The duties of incumbents of these positions are to exercise continuing judg- 
ment in and to be responsible for the performance of important clerical work requir- 
ing a knowledge of legal procedure. 


Examples: 
Preparing papers in actions and proceedings. 
Drawing complaints in routine actions. 
Grouping violation reports. 
Initiating penalty proceedings. 
Examining witnesses and investigating the facts in litigations. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$1320 to $1800 inclusive. 
Salary rates—$1320, $1440, $1560, $1680, $1800. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— : 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


$1320 Jk erc cc ae ele ae ie ee oe ee eee 1 year 
1440 OO ois Ce Be ie ER ols Rau Liat 
TSGO ih IO oe UN et ras aatentiv ee aera eeeteeaiet ae 2 years 
1680 coh Psi SB eee 24% 


GRADE 8 (BL3) 


TITLES OF POSITIONS’ — 
SENIOR LAW CLERK 
DUTIES— 


The duties of incumbents of these positions, which may or may not involve 
supervision of other employes, are to perform independently or to be responsible for 
important work of a legal nature which is not essentially professional in character. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 

Senior Law Clerk in charge of the collection of judgments in the Law Department. 

Senior Law Clerk preparing all cases for trial in the Brooklyn branch of the Law 
Department, involving supervision of examiners and law clerks. 

Senior Law Clerk acting as diary clerk in the main office of the Law Department. 

Senior Law Clerk acting as taxing officer for bills of costs in the office of the Clerk of 
Kings County. 


91 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than three years of appropriate experi- 
ence in Grade 2, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 2. 


3. Such additional qualifications as may be required by the Municipal Civil 
Service Commisssion. 


COMPENSATION— 


Range of annual compensation—$1980 to $2820 inclusive. 
Salary rates—$1980, $2160, $2340, $2580, $2820. 
SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the. Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30, 


SL ISO lena goa cehte Strat nema neat 1 year 
PANS US op dpasy aay heat ar a gt ye Le 
PB AOE eo ghd dia ame Png ee a a Rin old 2 years 
doped im Pee REE Sta NAN aie ah Bt ete ren 2 eet 


GRADE 4 (BL4) 
TITLES OF POSITIONS — 


ASLAN bec ri EPeLAW CLERK 
ASSISTANT MANAGING 'CLERK (LAW DEPARTMENT) 
DUTIES— 


The duties of incumbents of these positions, which may or may not involve 
supervision of large groups of employes, are to take charge of the non-professional 
service in the largest divisions of legal offices, or to perform individual work of the 
most difficult technical character requiring highly specialized knowledge of legal 
procedure, but not work essentially professional in character. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than three years of appropriate experi- 
ence in Grade 3, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 3. 

3. A certificate or record of admission to the bar in the State of New York. 

4. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


1The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Assistant Chief Law Clerk of the Brooklyn office of the Law Department. 
Assistant Managing Clerk acting as assistant to the executive secretary or managing 
clerk of the Law Department. 
Assistant Chief Law Clerk acting as taxing officer upon bills of costs in the office 
of the Clerk of New York County. 


92 


COMPENSATION— 
Range of annual compensation—$3060 to $4140 inclusive. 
Salary rates—$3060, $3300, $3540, $3840, $4140. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


GRADE 5 (BL5) 
TITLES OF POSITIONS— 
MANAGING CLERK (LAW DEPARTMENT)* 


DUTIES— 
The duties of the incumbent of this position,. which require a high degree of 
executive ability and knowledge of legal practice and procedure, are to take charge 
of the entire non-professional service of the Law Department. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 4. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 4, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 4. 

3. <A certificate or record of admission to the bar in the State of New York. 

4. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$4440 to $5160 inclusive. 
Salary rates—$4440, $4740, $5160. 


PUPIL NURSE GROUP 
SYMBOL (BN) 


Fé 
The term Pupil Nurse Group is applied to those offices or employments of the Sub-pro- 
fessional Service in which incumbents are required to receive such instruction and to per- 
form under supervision such general apprentice work in the care and treatment of hospital 
patients as are part of the regular course of training qualifying for the position of graduate 
Turse. 


GRADE 1 (BNI) 


TITLES OF POSITIONS— 
RPUPILINURSE 
DUTIES— 

The duties of incumbents of these positions are to receive such instruction and 
to perform under supervision such general apprentice work in the care and treat- 
ment of hospital patients as are part of the regular course of training qualifying for 
the position of graduate nurse.’ 


*This position is more properly regarded as that of Executive Secretary of the Law 
Department (see the Executive Secretary Group of the Executive Service). If a position 
of Executive Secretary should be established in the competitive class, the position of Manag- 
ing Clerk should be abolished. 

*See also Grade 1 of the Hospital Attendant Group of the Institutional Service. 


93 


Examples: 
Waiting on patients. 
Giving prescribed medicines, 
Serving special diets. 
Assisting physicians in preparing patients for examinations and operations. 
Performing other similar duties under the direction of the nurse in charge. 
QUALIFICATIONS— 
1, Evidence of ability to perform the duties of the position satisfactory to the 
appointing officer. 
2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Bellevue and Allied Hospitals: : 
Annual compensation—$96 with maintenance. 
Department of Public Charities: | 


Range of annual compensation—$120 to $180 inclusive, with maintenance. 
Salary rates—$120, $144, $180. 


TITLE EXAMINER GROUP 
SYMBOL (BX) 


The term Title Examiner Group is applied to those offices or employments of the Sub- 
professional Service in which incumbents are required to perform technical or supervisory 
work requiring a knowledge of conveyancing in examining, searching, abstracting, block 
indexing and in recording or certifying the actual evidence of titles to real property. 


GRADE 1 (BX1) 
TITLES OF POSITIONS— 


JUNIOR TITLE EXAMINER 
DUTIES— 


The duties of incumbents of these positions are to perform routine technical 
work in the searching, abstracting, block indexing and reindexing of titles, and 
other work dealing with the actual evidence of titles which requires a considerable 
knowledge of conveyancing and cannot be properly performed by Assistant Clerks 
in Grade 2A of the Clerk Group. 


Examples: 
Searching indexes and locating premises. 
Posting instruments in proper block and section of the land map and in 
proper indexes. 
Preparing diagram descriptions of property. 
QUALIFICATIONS— 

1. Experience in clerical work in a law office or conveyancing office, or other 
training or education recognized by the Municipal Civil Service Commission as 
qualifying. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

COMPENSATION— 


Range of annual compensation—$960 to $1320 inclusive. 
Salary rates—$960, $1080, $1200, $1320. 


94 


GRADE 2 (BX 2) 


TITLES OF POSITIONS’ — 


TITLE EXAMINER 
DUTIES— 
The duties of incumbents of these positions, which may or may not involve 
supervision of employes in Grade 1 and other employes, are to perform independently 
responsible work in searching records for instruments and proceedings affecting 


real property, examining titles, preparing abstracts and certifying to the status of 
titles. 


QUALIFICATIONS— 

1, The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate experi- 
ence in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$1440 to $1980 inclusive. 
Salary rates—$1440, $1560, $1680, $1800, $1980. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


$1440 Son fe Pe er hrcea ec l year = 
1560 ca Roker eee ee A) 
1680 plete woke eee ein ete ee 2 years 
1800 2s os ees ee eee ee ee 2a 


GRADE 8 (BX 8) 
TITLES OF POSITIONS*— 
SENIOR TITLE EXAMINER 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 

Title Examiner examining titles to real property ceded to the city. 

Title Examiner examining titles preliminary to foreclosure of mortgages for tax 
liens. 

Title Examiner certifying to the status of titles in the Register’s office on special 
request. ; 

Title Examiner in charge of a group in the preparation of a block or locality index 
system in the office of the Register in New York County. 

Title Examiner in charge of the record room in the office of the Register in New 
York County. 

*The following positions are amone those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 

Senior Title Examiner acting as head of the Mortgage Satisfaction Bureau in the 
office of the Register of New York County. This position is at present in the 
exempt class. 

Senior Title Examiner acting as head of a consolidated alphabetical and block index 
system in the office of the Register of New York County, should such a con- 
solidation be effected. 


95 


DUTIES— 


The duties of incumbents of these positions are to take charge of large and 
important bureaus engaged in title work or to perform independently the most 
difficult and responsible work in the examination of titles requiring long experi- 
ence and great expertness in conveyancing. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than three years of appropriate experi- 
ence in Grade 2, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$2160 to $3060 inclusive. 
Salary rates—$2160, $2340, $2580, $2820, $3060. 

SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


SLO ore eee cetera ee ane l year 
DA ace a ioecs ss Pattee aes «Sere eae ii 3h 
AOU ere ete Wee PAR touts Mins (et te 2 years 
vate | EU AS inte ipl a Re ar gep hoe Ap LK gs Pha hes 


MISCELLANEOUS SUB-PROFESSIONAL WORKER GROUP 
SYMBOL, (BZ) 
The term Misceilaneous Sub-professional Worker Group is applied to those offices or 
employments of the Sub-professional Service in which incumbents are required to perform 


routine or specialized sub-professional work of an exceptional nature not included in 
the other groups of the Sub-professional Service. 


GRADE 1 (BZ1) 


TITLES OF POSITIONS — 


Pox: CHOLOGISE 
DUTIES— 
Psychologist: 
The duties of Psychologists are to give the Binet and other psychological tests 


to persons thought to be mentally abnormal, to interpret and compile the results 
of these tests, and to assist in conducting psychological research. 


QUALIFICATIONS— 


1. Not less than two years of training in experimental psychology at a college, 
university or psychological laboratory of recognized standing, or other training 
recognized by the Municipal Civil Service Commission as qualifying. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Psychologist at the clinic for atypical children, Department of Public Charities. 


96 


COMPENSATION— 
Range of annual compensation for full-time service—$1500 to $1920 inclusive. 


Salary rates—$1500, $1620, $1740, $1920. / 
Range of annual compensation for part-time service averaging not less than 21 


hours a week—$900 to $1260 inclusive. 

Salary rates—$900, $1020, $1140, $1260. 

SPECIAL REGULATION GOVERNING COMPENSATION— 

Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are con- 
ditional upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to ke 


performed. 


97 


INVESTIGATIONAL SERVICE 


SYMBOL (V) 


The term Investigational Service is applied to those offices or employments 
the duties of whose incumbents are to collect, examine into, classify and inter- 
pret facts pertaining to subjects, persons or things under investigation for the 
purpose of securing an independent basis for official action, to draw general 
conclusions or to make constructive suggestions and recommendations, where 
required, and to take such official action based upon the results of these investi- 
gations as may properly be delegated by responsible executives. 


ATTENDANCE OFFICER GROUP 
SYMBOL (VA) 


The term Attendance Officer Group is applied to those offices or employments of the 
Investigational Service in which incumbents are required to perform such duties in connec- 
tion with the enforcement of the compulsory education law, the taking of the school census 
and the employment of children in violation of the labor law as may be required by the 
by-laws, rules and regulations of the Board of Education. 


GRADE 1 (VA1) 
TITLES OF POSITIONS— 


ATTENDANCE OFFICER 
DUTIES— 

The duties of incumbents of these positions are to warn parents of the require- 
ments of the compulsory education law and to prosecute them for violation of 
this law, to investigate cases of absence from school and to return truants to school, 
to enforce provisions of the labor law in regard to employment of children, to 
assist in taking the school census and to perform such other related duties as 
may properly be assigned. 


QUALIFICATIONS— 

1. A certificate of graduation from a public high school of the State of New 
York or proof of other training recognized by the Municipal Civil Service Com- 
mission as the equivalent. 

2. Experience in probation work, teaching in the public schools, related settle- 
ment work, visiting for an organized charity or other charitable society, or in other 
charitable, social or investigational work recognized by the Municipal Civil Service 
Commission as qualifying or experience as Assistant Clerk B in the Bureau of 
Attendance. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

COMPENSATION— 


Range of annual compensation—$1200 to $1560 inclusive. 
Salary rates—$1200, $1260, $1320, $1380, $1440, $1500, $1560. 


GRADE 2 (VA 2) 


TITLES OF POSITIONS— 
SENIOR ATTENDANCE OFFICER 
DUTIES—. 

The duties of incumbents of these positions are to be responsible for all attend- 
ance and census work in a district, to assign and supervise the work of large groups 
of Attendance Officers in Grade 1 and to perform investigations in special cases of 
a difficult character. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate experi- 
ence in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$1680 to $2160 inclusive. 
Salary rates—$1680, $1800, $1980, $2160. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


$1680: Solceocle's <1 Salas Aenea ere ae 1 year 
L800 i sscv ow alte cope eect oe ee 2 years 
1980 cnc, 23 eae Bee ee ee Zo a 


GRADE 3 (VA3) 


TITLES OF POSITIONS— 
ASSISTANT CHIEF ATTENDANCE OFFICER 
DUTIES— 
The duties of incumbents of these positions are to conduct hearings for com- 


mitment and to supervise and direct the presentation of court cases in the boroughs 
of Manhattan and The Bronx or Brooklyn and Queens. 


QUALIFICATIONS— 


1, The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate expe- 
rience in Grade 2, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$2340 to $2820 inclusive. 
Salary rates—$2340, $2580, $2820. 


99 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


GRADE 4 (VA4) 
TITLES OF POSITIONS— 


CHIEF ATTENDANCE OFFICER 
DUTIES— 


The duties of the incumbent of this position are to supervise and be responsible 
for the work of employes in Grades 1, 2 and 3; to review commitment papers and 
monthly reports on children on parole or probation; to supervise the work of the 
newsboy squad and the child welfare division; to interview parents and children 
on parole or probation; to act as Secretary to the Board of Parole and to perform 
such other supervisory and administrative duties as may be required by the Director 
of the Bureau of Attendance. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than two years of appropriate experi- 
ence in Grade 3, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 3. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$3060 to $3540 inclusive. 
Salary rates—$3060, $3300, $3540. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


GRADE 5 (VA5) 
TITLES OF POSITIONS— 
ASSISTANT DIRECTOR OF SCHOOL ATTENDANCE 


DUTIES— 

The duties of the incumbent of this position are to assist the Director of School 
Attendance in the enforcement of the compulsory education law, the taking of the 
school census and the investigation of the employment of children in violation of 
the labor law, and to perform such other related duties as may properly be 
assigned.’ 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 4. 

2. If appointed by promotion, not less than two years of appropriate experi- 
ence in Grade 4, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 4. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


It is probable that the position of Assistant Director of School Attendance could be 
eliminated under a proper organization. At the present time the positions of Director 
and Assistant Director are both statutory. If the position of Assistant Director were 
eliminated, a higher range of salary should be provided for the Director. 


100 


COMPENSATION— 
Range of annual compensation—$3840 to $4140 inclusive. 
Salary rates—$3840, $4140. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 


performed. 


GRADE 6 (V A6) 


TITLES OF POSITIONS— 
DIRECTOR OF SCHOOL ATTENDANCE 
DUTIES— 

The duties of the incumbent of this position, which involve supervision of 
employes in Grades 1, 2, 3, 4 and 5, are to enforce the compulsory education law, to 
commit and parole truant and delinquent children, to institute proceedings against 
persons in parental relation, to supervise the taking of the school census and to 
perform such other related duties as may be required by the by-laws, rules and 
regulations of the Board of Education. - 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 5. 

2. If appointed by promotion, not less than one year of appropriate experi- 
ence in Grade 5, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 5. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$4440 to $5160 inclusive. 


Salary rates—$4440, $4740, $5160. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


CIVIL SERVICE EXAMINER GROUP 
SYMBOL (VE) 


The term Civil Service Examiner Group is applied to those offices or employments of 
the Investigational Service in which incumbents are required to gather information and to 
formulate questions for civil service examinations, to rate examination papers, to conduct 
physical, medical, practical and oral examinations, and to perform other assigned examining, 
investigating, publicity or supervisory work incident to filling positions in the civil service, 
to the installation and operation of a service record system, and to carrying out the pro- 
visions of the State Civil Service Law and the rules and regulations of the Municipal Civil 


Service Commission. 


101 


GRADE 1 (VEl) 
TITLES OF POSITIONS— 


CIVIL SERVICE EXAMINER 
PHYSICAL EXAMINER (CIVIL SERVICE) 
DUTIES— 


Civil Service Examiner: 

The duties of Civil Service Examiners, which require familiarity with 
the organization and current work of city departments, and with the duties of 
assigned groups of city employes, are to formulate questions for civil service exam- 
inations, to rate examination papers, to conduct practical and oral examinations, 
to make under supervision special investigations of the work of departments or 
individuals, to assist in enforcing the rules and regulations of the Municipal Civil 
Service Commission regarding service records and the proper assignment of em- 
ployes, to supervise the preparation and review of service records and to make 
recommendations governing their revision or acceptance, 

Physical Examiner (Civil Service): 

The duties of the Physical Examiner (Civil Service) are to conduct physical 
examinations under the supervision of the Supervising Civil Service Examiner 
(Medical) in accordance with the standards prescribed by the Municipal Civil 
Service Commission and to perform incidental clerical work. 


QUALIFICATIONS— 
Civil Service Examiner: 

1. Such education as is evidenced by a degree, diploma or certificate granted 
on completion of a course in a university, college, technical school or normal 
school of recognized standing, or proof of other education or training recognized 
by the Municipal Civil Service Commission as the equivalent. 

2. Experience in the city service, teaching, graduate work or other work 
recognized by the Municipal Civil Service Commission as qualifying. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

Physical Examiner (Civil Service): 

1. Experience as athletic instructor, instructor in .recreation or gymnasium 
work, or trainer or coach of athletic teams. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION '— 


Civil Service Examiner: 
Range of annual compensation—$2100 to $2700 inclusive. 
Salary rates—$2100, $2280, $2460, $2700. 
Compensation per diem—$5 or $7. 


‘Physical Examiner (Civil Service): 


Range of annual compensation—$1680 to $2160 inclusive. 
Salary rates—$1680, $1800, $1980, $2160. 


*So far as possible, all the minor rating work, such as the rating of papers in examina- 
tions for lst Grade Clerk, Caretaker, Bridge Tender and Court Attendant, should be per- 
formed by the per diem examiners at a rate of $5 a day. The minimum full-time rate at 
$2100 has been established on the assumption that the full-time examiners will be employed 
on the more important work of the Commission and not on the rating of elementary papers. 
The $7 per diem rate is established for the more important rating work in this grade which 
would ordinarily be done by full-time examiners, but which may be assigned to per diem 
examiners on account of pressure of work. 


102 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Physical Examiner (Civil Service): 


SIGSU st ee rene Se Sete nie eaaee Sete rie 1 year 
L800 Gs awae soe nia soe ee eee oe enters 2 years 
1980 225 Si eee ee at ea ee er er oe 


GRADE 2 (VE2) 
TITLES OF POSITIONS— 


SENIOR CIVIL SERVICE EXAMINER 
SENIOR CIVIL SERVICE EXAMINER (ENGINEERING) 
SENTOR CIVIL SERVICE EXAMINER {MEDICAL) 


DUTIES— 


Senior Civil Service Examiner, Senior Civil Service Examiner (Engineering): 

The duties of Senior Civil Service Examiners and Senior Civil Service Examin- 
ers (Engineering) are to perform work incident to highly technical examinations 
requiring an intimate knowledge of a recognized science or profession and of its 
place in and relation to the city government, or other work requiring the highest 
degree of efficiency and dependability in general examining and investigating work, 
or to direct and be responsible for the installation and keeping of service records in 
city departments and for investigation of the performance of work inappropriate to 
titles. 


Examples: 
Performing the duties of civil engineering examiner, or of examiner in 
charge of accounting, bookkeeping and business methods examinations. 


Senior Civil Service Examiner (Medical): 

The duties of Senior Civil Service Examiners (Medical) are to conduct original 
and promotional physical examinations under the supervision of the Supervising 
Civil Service Examiner (Medical) in accordance with the standards prescribed by 
the Municipal Civil Service Commission, and to assist, when called upon, in the 
preparation and rating of examinations for positions in or closely related to the 
medical field. 


QUALIFICATIONS— 
Senior Civil Service Examiner, Senior Civil Service Examiner (Engineering). 

1. The minimum qualifications prescribed for Civil Service Examiner in 
Grade 1. 

2. If appointed by promotion, not less than two years of appropriate experience 
as Civil Service Examiner in Grade 1, or if appointed as the result of an open 
competitive examination, experience in work of the character and standard of 
Grade 1. 

3. In the case of examiners doing technical work, evidence of the com- 
pletion of a standard course in a university, college or technical school of recognized 
standing, appropriate to the work contemplated, as in engineering, accounting, etc., 
and experience in the practice of that profession, or proof of other education or 
training recognized by the Municipal Civil Service Commission as qualifying. 

4. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

The minimum qualifications shall consist of 1, 2, and 4, or 3 and 4. 


103 


Senior Civil Service Examiner (Medical): 

1. A certificate or license to practice medicine issued by the Board of Regents 
of the University of the State of New York. 

2. Experience in the practice of medicine. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Senior Civil Service Examiner, Senior Civil Service Examiner (Engineering), 
Range of annual compensation—$2940 to $3420 inclusive. 
Salary rates—$2940, $3180, $3420. 
Compensation per diem—$10. 


Senior Civil Service Examiner (Medical): 
Range of annual compensation for full-time service—$2940 to $3420 inclusive. 
Salary rates—$2940, $3180, $3420. . 
Range of annual compensation for part-time service, aggregating not less than 
18 hours a week—$2100 to $2460 inclusive. 
Salary rates—$2100, $2280, $2460. 
Compensation per diem—$10. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be per- 


formed. 


GRADE 3 (VE3) 


TITLES OF POSITIONS— 
Moolow Ain CHIRP. CIVIL SERVICH, EXAMINER 
SUPERVISING CIVIL SERVICE EXAMINER (MEDICAL) 


DUTIES— 
Assistant Chief Civil Service Examiner: 
The duties of Assistant Chief Civil Service Examiners are to assist the Chief 
Civil Service Examiner in the planning, general direction and control of the examin- 
ing work of the Municipal Civil Service Commission. 


Supervising Civil Service Examiner (Medical): 

The duties of the Supervising Civil Service Examiner (Medical), which are 
performed under the supervision of the Chief Civil Service Examiner, are to super- 
vise and be responsible for the conduct of all physical examinations in accordance 
with the standards prescribed by the Municipal Civil Service Commission, to submit 
to the Commission recommendations on all debatable questions arising in connec- 
tion with the rating of medical and physical examinations, and to assist, when 
called upon, in the selection of expert examiners and in the preparation and rating 
of papers for positions in or closely related tp the medical field. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civit 


Service Commission. 


104 


COMPENSATION— 
Assistant Chief Civil Service Examiner: 


Range of annual compensation—$3660 to $4260 inclusive. 

Salary rates—$3660, $3960, $4260. 
Supervising Civil Service Examiner (Medical): 

Range of annual compensation for full-time service—$3660 to $4260 inclusive. 

Salary rates—$3660, $3960, $4260. 

Range of annual compensation for part-time service, aggregating not less than 
18 hours a week—$2700 to $3180 inclusive. 

Salary rates—$2700, $2940, $3180. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


GRADE 4 (VE4) 
TITLES OF POSITIONS— 


CHIEF ‘CIVIL -SERVIGEsEXAMINERS 
DUTIES— 

The duties of the incumbent of this position, which involve supervision of em- 
ployes in Grades 1, 2 and 3, are to direct the entire work of .conducting civil 
service examinations, including complete responsibility for the planning and satis- 
factory progress of examinations and the technique of examining and rating. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Assistant Chief Civil Service 
Examiner in Grade 3. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 3, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 3. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$4560 to $4860 inclusive. 
Salary rates—$4560, $4860. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


CIVIL SERVICE INVESTIGATOR GROUP 
SY MBOL CV GC) 


The term Civil Service Investigator Group is applied to those offices or employments 
of the Investigational Service in which incumbents are required to investigate or to supervise 
the investigation of the accuracy of statements made by civil service candidates in their 
experience papers and character sheets, and to make such further investigations into the 
character, experience and career of candidates and into the improper assignment of employes 
in the civil service as may be required. 


105 


GRADE 1 (VCl) 
TITLES OF POSITIONS— 


CIVIL SERVICE INVESTIGATOR 
DUTIES— | 
The duties of incumbents of these positions. are to investigate the accuracy 
of statements made by candidates in civil service examinations in their experience 
papers and character sheets, to make such further investigations into the character, 
experience and career of candidates and into the improper assignment of employes 
in the civil service as may be required by the Supervising Civil Service Investigator, 
and to make written reports of the results of their investigations. 


QUALIFICATIONS— 

1. Experience in investigational work for a government department, life insur- 
ance company or charitable, social or. economic agency, or in other work recognized 
by the Municipal Civil Service Commission as qualifying. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$1500 to $1740 inclusive. 
Salary rates—$1500, $1560, $1620, $1680, $1740. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Ha EW edd Rit ale REE VG globe ately ae ae mg 1 year 
PSG) ere a raat fea Se Pe eee os ents ia 
MG eter teks aoe en eee See ge toe. 2 years 
ESO Repeller ate Phe Sk ey ante being a Oa ae 


GRADE 2 (VC 2) 
TITLES OF POSITIONS— 


SUPERVISING CLVIl SERVICE INVESTIGATOR 
DUTIES— 


The duties of the incumbent of this position, which are performed under the 
direction of the members of the Municipal Civil Service Commission, are to super- 
vise the work of Civil Service Investigators and to be responsible for the accuracy 
of reports on statements made by candidates in experience papers and on other 
subjects of investigation. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than three years of appropriate expe- 
rience in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$2400 to $3120 inclusive. 
Salary rates—$2400, $2640, $2880, $3120. 


106 


CLAIM INVESTIGATOR GROUP 
SYMBOL (CV eK): 
The term Claim Investigator Group is applied to those offices or employments of the 


Investigational Service in which incumbents are required to investigate and report on 
claims, to serve subpoenas and other legal papers, to examine records, to locate and interro- 
gate witnesses, to be in attendance at court at time of trial, or to supervise this work, and 
to perform other investigational or clerical work incident to the litigation or audit of claims 
against the city. 


GRADE 1 (VK}) 


TITLES OF POSITIONS— 
CLAIM INVESTIGATOR 
DUTIES— 

The duties of incumbents of these positions are to investigate and report on 
claims, to serve subpoenas and other legal papers, to examine records, to locate 
and interrogate witnesses, to be in attendance at court at time of trial, and to 
perform other investigational or clerical work incident to the litigation or audit 


of claims against the city. 
QUALIFICATIONS— 


1. Experience in investigating for a railroad company or insurance company, 
or in other work recognized by the Municipal Civil Service Commission as qualifying. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 

Range of annual compensation—$1080 to $1500 inclusive. 

Salary rates—$1080, $1140, $1200, $1260, $1320, $1380, $1440, $1500. 
SPECIAL REGULATION GOVERNING COMPENSATION— 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 

SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


S1LOSO) ies se cee Perey eines Pecan mney 1 year 
LIAO. Ro ae ae ne eee ete ot oe i Ree 
1200" ca Bee ees oe ceo eee ce ae 
L200 Gee a ae fee eek hale cae La 
L520 Foe Went eet ate e ae eee 2 years 
1SSOR, Met re ee a ee se ee oe ines 
LAdO Caan, taal et ee ane are vel 


GRADE 2 (VK2) 


TITLES OF POSITIONS— 
SENIOR CLAIM INVESTIGATOR 
DUTIES— 

The duties of incumbents of these positions are to supervise a group of employes 
in Grade 1 and to be responsible for a branch or division of their investigational 
work, or to make special investigations and reports on matters incident to the 
litigation and audit of claims, requiring a high order of tact, knowledge and 
experience. 


107 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

COMPENSATION— 

Range of annual compensation—$1620 to $2280 inclusive. 

Salary rates—$1620, $1740, $1920, $2100, $2280. 

SPECIAL REGULATION GOVERNING COMPENSATION— 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 

SPECIAL CONDITION GOVERNING ADVANCEMENT— 

The following table indicates the minimum number of years of meritorious 

service required at each rate before advancement to the next rate. See also page 30. 


Fic Ua en he UE a fen RR oe a SE eae Ieyear 
APs Ui nn Se saps Pris Mote ted Nabe Auras Min ma 2 years 
LOZ Pee ee ee he. aoe eee ene 2am 
DOG Sete rc cet ete te ia ae eee arte 


GRADE 3 (VK3) 
TITLES OF POSITIONS— 


CHIEF CLAIM INVESTIGATOR 
DUTIES— 

The duties of the incumbent of this position, which involve supervision of 
groups of employes in Grades 1 and 2, are to be responsible for investigation 
relative to the litigation and audit in the Finance Department of claims for dam- 
ages to person or property and of affirmative claims in favor of the city and to 
make independently the most important and responsible investigations and reports 
relative to claims of the above nature. 

QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$2520 to $3000 inclusive. 
Salary rates—$2520, $2760, $3000. 


FIRE MARSHAL GROUP 
SYMBOL (VF) 


The term Fire Marshal Group is applied to those offices or employments of the 
Investigational Service in which incumbents are required to investigate and report on the 
cause, circumstances and origin of fires, to examine witnesses, to report all violations of the 
laws and ordinances relating to fire prevention, to prepare evidence in arson cases, to be in 
attendance at court at time of trial, or to supervise this work, and to perform other inci- 
dental investigational or clerical work. 


108 


GRADE 1 (VF 1) 


TITLES OF POSITIONS— 


ASSISTANT FIRE MARSHAL 
DUTIES— 

The duties of incumbents of these positions, which require considerable detective 
ability, are to investigate and report on the cause, circumstances and origin of fires, 
to examine witnesses, to report all violations of the laws and ordinances relating to 
fire prevention, to prepare evidence in arson cases and to be in attendance at court 
at time of trial. 


QUALIFICATIONS— 


1. Experience in investigating work for a fire insurance company, or in other 
work recognized by the Municipal Civil Service Commission as qualifying. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$1500 to $1740 inclusive. 
Salary rates—$1500, $1560, $1620, $1680, $1740. 

SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


PASOO’ eet Meee ceccomee eres sce erie eee 1 year 
15604 Shige cel elt eee eee alee: 
LG2G SAS ee eee ie ete coe 2 years 
L680 akin sis ee he dene tet fee Sf aN 


GRADE 2 (VF 2)! 
TITLES OF POSITIONS— 


SENIOR ASSISTANT FIRE MARSHAL 
DUTIES— 

The duties of incumbents of these positions, which may or may not involve 
supervision of employes in Grade 1, are to perform fire investigating work of the 
most difficult and responsible nature requiring the highest degree of ability and 
experience in the detection of arson. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate exper- 
ience in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$1920 to $2280 inclusive. 
Salary rates—$1920, $2100, $2280. 


*It is contemplated that very few positions in this grade will be required It is not 
intended that employes in Grade 1 shall graduate into Grade 2 merely as the result of long 
and satisfactory service. The purpose is to establish only as many positions in Grade 2 
as are required for the performance of exceptionally difficult and responsible work and to 
fill these positions by the promotion of the most expert and trustworthy employes in Grade 1. 


109 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be 
performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 


service required at each rate before advancement to the next rate. See also page 30. 
DLO LM e te eee ae ene tree erie ee 2 years 


GRADE 3 (VF3) 
TITLES OF POSITIONS— 


) FIRE MARSHAL 
DUTIES— . 
The duties of the incumbent of this position, which involve supervision of 


employes in Grades 1 and 2, are to act as deputy and assistant to the Chief Fire 
Marshal. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate exper- 
ience in Grade 2, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$2520 to $3000 inclusive. 
Salary rates—$2520, $2760, $3000. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be 
performed. 


GRADE 4 (VF 4) 
TITLES OF POSITIONS— 
CHIEF FIRE MARSHAL’ 
DUTIES— 

The duties of the incumbent of this position, which require the highest order of 
specialized knowledge, are to supervise and be responsible for the work of a central 
fire investigating bureau for the whole city. 

QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 3, or if appointed as the result of an open competitive examination, exper- 
ience in work of the character and standard of Grade 3. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


1The present title of the position in this grade as provided in the charter is Fire Marshal. 
There is no legal obstacle to the use of the prefix Chief in connection with the statutory 
title. 


110 


COMPENSATION— 
Range of annual compensation—$3600 to $4800 inclusive. 
Salary rates—$3600, $3900, $4200, $4500, $4800. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


MUNICIPAL EXAMINER GROUP 
SYMBOL (VM) 


The term Municipal Examiner Group is applied to those offices or employments of the 
Investigational Service in which incumbents are required to inquire into and to make critical 
and constructive reports on the organization, methods, procedure, results, requests for 
appropriations, and expenditures in the various branches of the city government, or to 
gather information, to make studies and reports, or to perform other investigational work 
in order to keep executive officials informed as to the details of administration, or to 
assist the Board of Estimate and Apportionment and the Board of Aldermen in reaching 
decisions on important projects and policies.’ 


GRADE 1 (VM1) 


TITLES OF POSITIONS— 


ASSISTANT MUNICIPAL EXAMINER 
ASSISTANT MUNICIPAL EXAMINER (GPECIAL)+ 


DUTIES— 


The duties of incumbents of these positions are to perform, as assistants to 
employes in Grade 2 or independently, the less important descriptive, critical or 
constructive investigational work for central agencies or for executive or legislative 
officials of the city government. 


* Much of the work outlined in this group may properly be performed either under the 
title of Municipal Examiner or under titles in the Accountant and Engineer Groups, and in 
some cases under titles in the Clerk Group. This will allow heads of departments con- 
siderable freedom in the choice of employes for investigational work. In general, the 
work outlined in this group will be performed by Municipal Examiners, but it will be 
possible for heads of departments to choose Accountants and Engineers for the same kind 
of work, and in exceptional cases to employ Clerks on the less important details of this 
work. The creation of new and peculiar titles, such as Efficiency Engineer, Efficiency 
Examiner, Efficiency Accountant, and other titles prefaced by the word Expert, marks an 
attempt to give a professional status to so-called efficiency work. Efficiency is an object 
of all professional or business training and is an important element in the successful 
practice of any profession or the transaction of any business. There appears to be no 
justification for the creation of special efficiency titles in the municipal civil service. In 
establishing a new standard classification of positions in the City of New York, an attempt 
has been made to avoid using any of these misleading and undescriptive titles. 

°*The title of Assistant Municipal Examiner (Special) is used to refer -to exempt 
positions involving duties of a special or confidential nature which render it desirable that 
the incumbent shall be the personal choice of the appointing officer. 


111 


Examples: 


Assisting in gathering data for organization charts. 

Reporting on minor changes in budget lines, transfer of funds, etc., for the 
Board of Estimate and Apportionment. 

Making minor investigations for the Commissioner of Accounts. 

Gathering data under supervision for standard supply specifications. 

Gathering information and statistics as to organization, methods of pro- 
cedure, conditions, etc., in municipal activities in other cities. 

Gathering general information bearing upon authorization of corporate 
stock or revenue bond issue. 

Performing under supervision minor work in the preparation of the annual 
budget. 

Assisting in gathering cost data. 

Performing general utility or apprentice work involved in the conduct of a 
central investigating agency. 


QUALIFICATIONS — 


1. Evidence of the completion of a standard course of instruction in a recog- 
nized college or university, including study of government or political science, or 
other education or experience recognized by the Municipal Civil Service Commis- 
sion as the equivalent. 

2. Not less than one year of professional or graduate university study or of 
experience in business, professional or investigational work. 

3. If appointed by promotion, not less than two years of experience in other 
groups of the city service recognized by the Municipal Civil Service Commission 
as qualifying. 

4. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. . 

The minimum qualifications shall consist of 1, 2 and 4 or 3 and 4. 


COMPENSATION— 
Range of annual compensation—$1200 to $1800 inclusive. 
Salary rates—$1200, $1320, $1440, $1560, $1680, $1800. 


GRADE 2 (V M2) 


TITLES OF POSITIONS— 


MUNICIPAL EXAMINER 
MUNICIPAL EXAMINER (SPECIAL)? 
DUTIES— 


The duties of incumbents of these positions are to perform independently or 
under supervision important and responsible descriptive, critical or constructive 
investigational work for central agencies or for executive or legislative officials 
of the city government. 


"Investigations or studies designed to bring about greater efficiency in any organ- 
ization or function of municipal government, or to realize important projects and plans of 
the Board of Estimate and Apportionment and executive officials, are extremely varied and 
generally demand a certain type of investigating mind, critical ability, both analytical and 
constructive, general education and common sense, rather than any special kind of training. 
It is frequently impossible to decide that a particular kind of professional training or 
experience is prerequisite. 

*The title of Municipal Examiner (Special) is used to refer to exempt positions 
invelving duties of a special or confidential nature which render it desirable that the incum- 
bent shall be the personal choice of the appointing officer. 


liz 


Examples: 

Examining into and reporting on recommendations on requests for special 
revenue bonds, transfer of funds affecting supplies, material, equip- 
ment and contract or open order appropriations. 

Reporting on requests for corporate stock appropriations, where engineering 
knowledge is not essential, including a report on the necessity for the 
proposed expenditure, the advisability of allowing funds for the par- 
ticular improvement desired and an analysis of the proposed cost. 

Making investigations in the preparation of the annual budget. 

Reporting on personal service matters in an assigned division, bureau or 
department. 

Preparing record charts of the present or proper organization of depart- 
ments. 

Making under supervision functional studies of bureaus or divisions of city 
departments, for the purpose of reorganization or economy. 

Installing, under the supervision of a Senior Municipal Examiner, Engi- 
neer or Accountant, proper cost accounting methods in city departments. 

Making investigations in the preparation of standard specifications for 
supply purchases by the city. 

Making studies and investigations, compiling statistics, etc., not requiring 
the highest degree of expert knowledge and experience, for the com- 
mittees of the Board of Estimate and Apportionment, such as Com- 
mittee on Social Welfare, Education, City Plan, etc. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, experi- 
ence in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$1980 to $2820 inclusive. 
‘ Salary rates—$1980, $2160, $2340, $2580, $2820. 
SPECIAL REGULATION GOVERNING COMPENSATION— 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


GRADE 3 (V M3) 


TITLES OF POSITIONS— 


SENIOR MUNICIPAL EXAMINER 
SENIOR MUNICIPAL EXAMINER (SPECIAL)* 
DUTIES— 

The duties of incumbents of these positions are to exercise supervision over 
investigations outlined in Grades 1 and 2 and to be responsible for important 
units or divisions of the work in investigational bureaus, or for independent 
investigational work requiring the highest degree of judgment and dependability. 


* The title of Senior Municipal Examiner (Special) is used to refer to exempt positions 
involving duties of a special or confidential nature which render it desirable that the incum- 
bent shall be the personal choice of the appointing officer. 


113 


Examples: 

Taking charge of the field work on a large inquiry for the Mayor, under 
the supervision of the Commissioner of Accounts, such as the prepara- 
tion of a descriptive work on the organization of city departments for 
the Constitutional Convention. 

Taking charge of all personal service matters in a group of city depart- 
ments. 

Reporting on important corporate stock appropriations, transfer of funds, 
or requests for special revenue bonds. 

Gathering data and reporting on recreation for the Committee on Social 
Welfare. 

Taking charge of an analysis of expenditures, organization and methods 
in a bureau, division or department under the Mayor, for the purpose 
of reorganization, economy, or the introduction of improved methods. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, experi- 
ence in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$3060 to $3840 inclusive. 
Salary rates—$3060, $3300, $3540, $3840. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be per- 
formed. 


GRADE 4 (VM4) 
TITLES OF POSITIONS — 
CHIEF MUNICIPAL EXAMINER 
CHIEF MUNICIPAL EXAMINER (PENSIONS) 
CHIEF MUNICIPAL EXAMINER (PERSONAL SERVICE) 
CHIEF MUNICIPAL EXAMINER (SPECIAL)? 


DUTIES— 
Chief Municipal Examiner: 

The duties of Chief Municipal Examiners, which involve supervision of em- 
ployes in Grades 2 and 3, are to take charge of an important major division of an 
investigational bureau or to assist the head of the bureau in the conduct of its entire 
business, or to supervise and be responsible for an entire small investigational 
bureau or unit. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Chief Municipal Examiner in the office of the Commissioner of Accounts. 
Chief Municipal Examiner acting as assistant to the Director of the Bureau of 
Personal Service. 
*The title of Chief Municipal Examiner (Special) is used to refer to exempt positions 
involving duties of a special or confidential nature which render it desirable that the incum- 
bent shall be the personal choice of the appointing officer. 


114 


Chief Municipal Examiner (Pensions): 

The duties of the Chief Municipal Examiner (Pensions), which require executive 
ability and wide experience in pension investigations, are to supervise and be respon- 
sible for the entire staff engaged in pension work, including the study of present 
systems, the formulation of plans for a proper co-ordinative pension system and 
reporting on current pension questions. 


Chief Municipal Examiner (Personal Service): 

The duties of Chief Municipal Examiners (Personal Service), which involve 
supervision of employes in Grades 1, 2 and 3, are to assume a major responsibility 
for investigational work in preparing and reporting on modifications of personal 
service schedules in the annual tax budget, in reporting on requests for corporate 
stock and revenue bonds for personal service, and in the most important studies of 
the proper organization of the personnel of departments for purposes of budget 
preparation, current reporting or charter revision, and to perform such other 
important work relating to budget investigation as may be assigned by the Director 
(Bureau of Personal Service) or other executive officers. 


QUALIFICATIONS— 
Chief Municipal Examiner, Chief Municipal Examiner (Personal Service): 

1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 3, or if appointed as the result of an open competitive examination, experi- 
ence in work of the character and standard of Grade 3. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


Chief Municipal Examiner (Pensions): 

1. Experience in a supervisory capacity in the investigation of pension systems 
or experience in independent investigation of large pension funds, or other expe- 
rience in pension work recognized by the Municipal Civil Service Commission as 
qualifying. 

2. Such additional qualifications as may be required by the Municipal Civil 


Service Commission. 


COMPENSATION— 

Range of annual compensation for full-time service—$4140 to $4740 inclusive. 

Salary rates—$4140, $4440, $4740. 

Range of annual compensation for part-time service, averaging not less than 
18 hours a week—$2400 to $2880 inclusive. 

Salary rates—$2400, $2640, $2880. 

Compensation per diem for service of an occasional nature or of short dura- 
tion—$15. 

SPECIAL REGULATION GOVERNING COMPENSATION— 

Persons entering this grade need not necessarily begin at the lowest rate. Fixa- 
tion of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be per- 
formed. 


GRADE 5 (VM5) 


TITLES OF POSITIONS— 
DIRECTOR (BUREAU OF CONTRACT SUPERVISION) 
DIRECTOR (BUREAU OF PERSONAL SERVICE) 
SUPERVISING STATISTICIAN AND EXAMINER 


115 


DUTIES— 

The duties of incumbents of these positions, which involve supervision of 
employes in Grades 1, 2, 3 and 4 of the Municipal Examiner Group and of engineers, 
accountants and other employes properly assigned to investigational work, are to 
assume responsibility for special investigationg or current reporting of the widest 
scope as a basis for the determination of major policies of government or for 
current executive action. 


QUALIFICATIONS— 

1, The minimum qualifications prescribed for Grade 4. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 4, or if appointed as the result of an open competitive examination, experi- 
ence in work of the character and standard of Grade 4. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION’ — 
Range of annual compensation for full-time service—$6000 and up. 
Range of annual compensation for part-time service, averaging not less than 
18 hours a week—$3000 and up. 
Compensation per diem for service of an occasional nature or of short duration— 
$20 or $25, according to the nature and responsibility of the services to be rendered 
and the qualifications of the appointee. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are condi- 
tional upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


PROBATION OFFICER GROUP 
SYMBOL (V P) 


The term Probation Officer Group is applied to those offices or employments of the 
Investigational Service in which incumbents are required to investigate and report on cases 
of persons awaiting disposition by the courts or the Board of Parole and to exercise helpful 
and authoritative supervision, subject to the direction of the courts or the Board of Parole, 
over persons under probation or on parole, or to direct and be responsible for the above 
work, 


GRADE 1 (VPI) 


TITLES OF POSITIONS— 


PROBATION OFFICER 
PAROLE OFFICER 


DUTIES— 

The duties of incumbents of these positions are to investigate cases of persons 
awaiting disposition by the courts or by the Board of Parole, to report to the 
proper authorities upon such investigations, to exercise helpful and authoritative 
supervision over persons under probation or on parole, and to enforce orders regard- 
ing such persons. 


1This range of compensation may be applied to positions as heads of the most important 
permanent or temporary investigational bureaus or commissions. 


116 


QUALIFICATIONS— 

1. A certificate of graduation from a public high school of the State of New 
York, or proof of other training recognized by the Municipal Civil Service Com- 
mission as the equivalent. . 

2. Experience in volunteer probation work, teaching in the public schools, 
related settlement work, visiting for an organized charity, or other charitable or 
social work recognized by the Municipal Civil Service Commission as qualifying. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$1200 to $1560 inclusive. 
Salary rates—$1200, $1260, $1320, $1380, $1440, $1500, $1560. 
SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Na UE et ae spent) Ba non rp ae 1 year 
126085 cas tae oe ee ee re LF 
1320 eae ie Petes ees cee eee eee | ees 
LSSU WA Ore hs ne ei eee eae ee es 
LAO See eiclcce ents eats ea eee he ne aie 2 years 
L500 Sr ron eit were Ae ee eee on emer oes Se 


GRADE 2 (VP 2) 


TITLES OF POSITIONS’ — 
SENIOR PROBATION OFFICER 
SENIOR PAROLE OFFICER 
DUTIES— 


Senior Probation Officer: 


The duties of Senior Probation Officers, which may include supervision of 
Probation Officers in Grade 1, are to take charge continuously in a particular part of 
the court, under the Chief Probation Officer, of the most difficult probation work 
involving the re-establishment of normal family life, the supervision of female 
delinquents, or other complex problems. 


Senior Parole Officer: 


The duties of Senior Parole Officers are to supervise and be responsible to the 
Chief Parole Officer for the work of Parole Officers in Grade 1, and to perform 
independently when required investigations requiring a high degree of ability and 
experience in parole work. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, experi- 
ence in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Senior Probation Officer in the Children’s Court. 
Senior Probation Officer in the Court of Domestic Relations. 
Senior Probation Officer in the Women’s Night Court. 


117 


COMPENSATION— 


Range of annual compensation—$1680 to $2160 inclusive. 
Salary rates—$1680, $1800, $1980, $2160. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be per- 
formed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Dp LOOOe ty: etek tae ee ee eee er eee 1 year 
LSU) ies ae ate ite ee dane ate eaereoree ae Bok 2 years 
TOGO Teena eek cee eis Nt ees Zi os 


GRADE 3 (VP3) 


TITLES OF POSITIONS'— 
DEPUTY CHIEF PROBATION OFFICER 
DUTIES— 


Deputy Chief Probation Officer: 

The duties of Deputy Chief Probation Officers, which include supervision of em- 
ployes in Grades 1 and 2, are to assist the Chief Probation Officer in the general 
direction of all probation work or to direct and be responsible to the Chief Pro- 
bation Officer for a major division of probation work in a group of courts. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 1 or Grade 2. 

2. If appointed by promotion, not less than three years of appropriate experi- 
ence in Grade 1 or two years of appropriate experience in Grade 2, or if appointed 
as the result of an open competitive examination, experience in work of the 
character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$2340 to $2820 inclusive. 
Salary rates—$2340, $2580, $2820. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Persons entering this grade need not necessarily begin at the lowest rate. Fix- 
ation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be per- 
formed. 


The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Deputy Chief Probation Officer in the Magistrates’ Court. 
Deputy Chief Probation Officer in the Children’s Court. 


118 


GRADE 4 (VP 4) 
TITLES OF POSITIONS'— 


CHIEF PROBATION OFFICER 
CHIEF PAROLE OFFICER 
DUTIES— 


Chief Probation Officer: 

The duties of Chief Probation Officers, which include supervision of employes 
in Grades 1, 2 and 3, are to direct and be responsible to magistrates or judges 
for the entire probation work of a group of courts. 


Chief Parole Officer: 

The duties of the Chief Parole Officer, which include supervision of employes 
in Grades 1 and 2, are to direct and be responsible to the Parole Commission for 
the work of Parole Officers and of employes of the Police Department assigned 
to co-operate in parole work and to perform personally such highly responsible 
parole work as may be required. 


QUALIFICATIONS— 


Chief Probation Officer: 

1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 3, or if appointed as the result of an open competitive examination, experi- 
ence in work of the character and standard of Grade 3. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


Chief Parole Officer: 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, experi- 
ence in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION’*— 
Range of annual compensation—$3060 to $4140 inclusive. 


Salary rates—$3060, $3300, $3540, $3840, $4140, 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Persons entering this grade need not necessarily begin at the lowest rate. Fixa- 
tion of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be per- 
formed. 


*The following positions are among those appraised by the Bureau of Persona! Service 

in this grade on the basis of duties performed by present incumbents: 
Chief Probation Officer in the Court of Special Sessions. 
Chief Probation Officer in the Children’s Court. 
Chief Probation Officer in the Magistrates’ Court. 

?Arrangements have been made to increase gradually the number of employes under 
the supervision of the Chief Parole Officer to keep pace with the increasing volume of parole 
work. The necessary force will have been established toward the end of the current year. 
The minimum salary recommended for the position of Chief Parole Officer should not there- 
fore be made effective till at least January, 1918. 


119 


SOCIAL INVESTIGATOR GROUP 
SYMBOL (V V) 


The term Social Investigator Group is applied to those offices or employments of the 
Investigational Service in which incumbents are required to perform, supervise, or direct 
investigation of the circumstances of persons receiving or applying for charitable relief 
from the City of New York and to take proper action toward relief, or to inspect and 
investigate private charitable institutions receiving funds from the city. 


GRADE 1 (VV1)' 
TITLES OF POSITIONS— 


GHARITY APPLICATION INVESTIGATOR 
DUTIES— | 

The duties of incumbents of these positions are to receive applications for 
admission to any of the charitable institutions of the city and such applications 
as are referred from one institution to another, to interview applicants for insti- 
tutional care, treatment and relief, to receive and interview parents seeking the 
commitment of, admission of, or material relief for children, and to record, index 
and file histories.’ 


QUALIFICATIONS— 


1. Experience in investigational work for public or private charitable institu- 
tions or other experience recognized by the Municipal Civil Service Commission as 
qualifying. . 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$600 to $900 inclusive. 
Salary rates—$600, $660, $720, $780, $840, $900. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


GRADE 2 (VV 2) 
TITLES OF POSITIONS— 


SOCIAL INVESTIGATOR 
DUTIES— 

The duties of incumbents of these positions are to ascertain and report facts 
regarding the economic and social condition of persons receiving or applying for 
institutional or other relief from the City of New York, to suggest remedial 
measures and to take such action toward relief as may be directed by a superior or 
determined by rules or general instructions. 


‘The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 

Charity Application Investigator in the hospital admission bureaus and in the 
several district offices of the Bureau of Social Investigation in the Department 
of Public Charities. 

* This position is to be distinguished carefully from the position of Social Investigator 
in Grade 2, to which there will be no promotion from this grade. This is a special office 
position of a quasi-investigational character limited to the hospital bureaus and district 
offices of the Department of Public Charities and requiring the services of an experienced 
and mature woman. No field work is involved. 


120 


QUALIFICATIONS— 

1. A certificate of graduation from a public high school of the State of New 
York or proof of other training recognized by the Municipal Civil Service 
Commission as the equivalent. 

2. Any one of the three following alternatives: 

A. A two years’ course in a professional training school recognized by the 
Municipal Civil Service Commission as qualifying for this work, or other 
educational experience recognized by the Municipal Civil Service Commission 
as the equivalent. 

B. Experience in related settlement work, visiting for an organized charity, 
or other charitable or social work recognized by the Municipal Civil Service 
Commission as qualifying. 

C. A four years’ college course, including instruction in economics, 
sociology, or related subjects, approved by the Municipal Civil Service Com- 
mission. 
3. Such additional qualifications as may be required by the Municipal Civil 

Service Commission. 


COMPENSATION— 
Range of annual compenstion—$1080 to $1380 inclusive. 
Salary rates—$1080, $1140, $1200, $1260, $1320, $1380. 
GRADE 3 (VV3) f 
TITLES OF POSITIONS'— 
SENIOR SOCIAL INVESTIGATOR 
SENIOR SOCIAL INVESTIGATOR (INSTITUTIONS) 


DUTIES— 
Senior Social Investigator: 

The duties of Senior Social Investigators are to supervise a group of Social 
Investigators in Grade 1 and to be responsible for the disposition of applications 
for relief in a particular district or other unit, or to make independently important 
special investigations affecting relief requiring a high degree of ability and expe- 
rience, other than investigations of institutions. 


Senior Social Investigator (Institutions): 

The duties of Senior Social Investigators (Institutions) are to investigate the 
condition and operation of plant and structures in private charitable institutions 
receiving funds from the City of New York and the living conditions of inmates of © 
these institutions, including food, care, treatment, recreation, instruction and 
discipline. 

QUALIFICATIONS— 


Senior Social Investigator: 


1. The minimum qualifications prescribed for Grade 2. 
2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, experi- 
ence in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 


Service Commission. 


* The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Senior Social Investigator in charge of the Bureau of Domestic Relations in Man- 
hattan and Brooklyn. 
Senior Social Investigator in charge of social investigation in the Lower Man- 
hattan District. 


121 


Senior Social Investigator (Institutions) : 

1. Experience in inspecting or investigating charitable institutions, reformato- 
ries or hospitals, or other institutional experience recognized by the Municipal Civil 
Service Commission as qualifying. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Senior Social Investigator in Charge of a District Office: 
Range of annual compensation—$1500 to $1740 inclusive. 
Salary rates—$1500, $1620, $1740. 
Senior Social Investigator in Charge of One of the Two Divisions of Domestic 
Relations: 
Range of annual compensation—$1740 to $2100 inclusive. 
-Salary rates—$1740, $1920, $2100. 
Senior Social Investigator (Institutions): 


Range of annual compensation—$1500 to $1920 inclusive. 
Salary rates—$1500, $1620, $1740, $1920. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Sy 1 Oe eet ke eh tices eeoaione wlasnn oes 1 year 
GZ ee oct ee LE |e en tees es 
VE We einer ache oP wares te sree 2 years 
TOD re Tom te ris ct rare corey eee veo 


GRADE 4 (VV 4) 


TITLES OF POSITIONS'— 
CHIEF SOCIAL INVESTIGATOR 
DUTIES— 

The duties of incumbents of these positions, which involve supervision of 
employes in Grades 1 and 2, are to supervise an entire important function of investi- 
gation and relief work, or to act as assistant and staff adviser to the Director of 
Social Investigation. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 3, or if appointed as the result of an open competitive examination, experi- 
ence in work of the character and standard of Grade 3. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$2280 to $2940 inclusive. 
Salary rates—$2280, $2460, $2700, $2940. 


1The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents : 
Chief Social Investigator acting as Assistant Director of the Bureau of Social 
Investigation. 
Chief Social Investigator in charge of the inspection and investigation of private 
charitable institutions. 


122 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


GRADE 5 (VV5) 
TITLES OF POSITIONS— 


DIRECTOR OF SOCIAL INVESTIGATION 
DUTIES— 

The duties of the incumbent of this position, which involve supervision of 
employes in Grades 1, 2, and 3, and which require a thorough practical under- 
standing of social and economic problems and knowledge of the agencies available 
for their solution, are to shape the policy and direct the work of social and institu- 
tional investigation and relief under the supervision of the Commissioner of Public 
Charities. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 4. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 4, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 4. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$3900 to $4500 inclusive. 


Salary rates—$3900, $4200, $4500. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


STATISTICIAN GROUP 
SYMBOL (VS) 


The term Statistician Group is applied to those offices or employments of the Investi- 
gational Service in which incumbents are required to collect, classify, co-ordinate and sum- 
marize such facts concerning municipal business or other subjects of interest to officers or 
citizens as may be expressed numerically, to study the life history, mortality and experience 
of a large number of individuals or things for the purpose of establishing an average 
experience or rate as a guide to judgment in calculating future possibilities, and to perform 
other work requiring knowledge of statistical theory and practice. 


GRADE 1 (VS 1)— 
TITLES OF POSITIONS— 


JUNIOR STATISTICIAN 
JUNIOR ACTUARY 


The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents. 
Junior Actuary acting as actuarial clerk in the Pension Division of the Bureau of 
Personal Service. 


123 


DUTIES— 


The duties of incumbents of these positions are to perform under supervision 
minor or apprentice statistical or actuarial work requiring knowledge of the science 
of statistics or of actuarial formulae. 


QUALIFICATIONS— 


1. Completion of a course of study in statistics or actuarial science recognized 
by the Municipal Civil Service Commission as qualifying, or experience in statistical 
or acturial work recognized by the Municipal Civil Service Commission as the 
equivalent. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$1200 to $1800 inclusive. 
Salary rates—$1200, $1320, $1440, $1560, $1680, $1800. 


GRADE 2 (VS 2) 
TITLES OF POSITIONS— 


Hoots LANES LAEIS PICrAN 
Alo LANL SAGCEUAR Y 
DUTIES— 


The duties of incumbents of these positions are to perform important and re- 
sponsible statistical or actuarial work requiring considerable experience and the 
exercise of independent judgment. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade l. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, experi- 
ence in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission 


COMPENSATION— 
Range of annual compensation—$1980 to $2820 inclusive. 
Salary rates—$1980, $2160, $2340, $2580, $2820. 


GRADE 38 (VS3) 
TITLES OF POSITIONS— 


STATISTICIAN 
ACTUARY 
DUTIES— 

The duties of incumbents of these positions, which require wide experience 
in statistical or actuarial work and a specialized knowledge of statistical or actuarial 
science, are to be responsible for the work of a less important statistical or 
actuarial bureau or division, or to perform independently difficult statistical or 
actuarial work. 


QUALIFICATIONS— 
1. The minimum qualifications prescribed for Grade 2. 
2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, experi- 
ence in work of the character and standard of Grade 2. 


124 


3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$3060 to $3840 inclusive. 
Salary rates—$3060, $3300, $3540, $3840. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are condi- 
tional upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


GRADE 4 (VS 4) 
TITLES OF POSITIONS— 


CHIEF STATISTICIAN 
CHIEF ACTUARY (PENSIONS) 


DUTIES— 


Chief Statistician: 

The duties of Chief Statisticians, which require the widest experience in stat- 
istical work and a highly specialized knowledge of the science of statistics, are 
to direct and be responsible for the work of an important bureau or division of 
statistics, or to perform independently the most difficult statistical work. 


Chief Actuary (Pensions) :’ 

The duties of the Chief Actuary (Pensions), which require the widest experi- 
ence in actuarial work and a highly specialized knowledge of actuarial science as 
applied to pensions, are to direct and be responsible for all actuarial work on 
pensions in the City of New York, and to prepare such reports on existing or 
proper pension systems as may be required. 


QUALIFICATIONS— 

Chief Statistician: 

1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than one year of appropriate experience 
m Grade 3, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 3. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


Chief Actuary (Pensions): 

1, Experience in a supervisory capacity in the practice of actuarial science or 
experience in independent and responsible actuarial work recognized by the Mu- 
nicipal Civil Service Commission as qualifying. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$4140 to $4740 inclusive. 
Salary rates—$4140, $4440, $4740. 


"This description of duties and the salary range proposed are intended only for the 
present reorganization of the pension system of the city. 


125 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


TAX OFFICER AND APPRAISER GROUP 
SYMBOL (VT) 


The term Tax Officer and Appraiser Group is applied to those offices or employments 
of the Investigational Service in which incumbents are required to inspect, appraise, make 
record of and classify land, improvements and personal property for the purpose of 
assessment. 


GRADE 1 (VT1) 
TITLES OF POSITIONS— 


DEPUTY TAX COMMISSIONER 
DUTIES— 

The duties of incumbents of these positions, which are performed under 
supervision, are to inspect, appraise, and collect and record data pertaining to real 
estate for the purpose of assessment, or to make inquiry into, appraise, and collect 
and record data pertaining to personal property for the purpose of personal assess- 
ment, acquisition, leasing, or condemnation by the city, or for evidence in litigation 
in which the city is a party.’ 


QUALIFICATIONS— 

1. Experience in clerical work in the Department of Taxes and Assessments, 
or such experience in the real estate or building business as is recognized by the 
Municipal Civil Service Commission as qualifying. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$2400 to $3600 inclusive. 
Salary rates—$2400, $2640, $2880, $3120, $3360, $3600. 


GRADE 2 (VT 2) 
TITLES OF POSITIONS— 


SENIOR DEPUTY TAX COMMISSIONER (BOROUGH CHIEF) 

SENIOR DEPUTY TAX COMMISSIONER (PERSONAL ESTATE OF BOROUGH) 
SENIOR DEPUTY TAX COMMISSIONER (PERSONAL ESTATE OF CORPORA- 
TIONS) 

SENIOR DEPUTY TAX COMMISSIONER (REAL ESTATE OF CORPORATIONS) 


DUTIES— 
Senior Deputy Tax Commissioner (Borough Chief): 

The duties of Senior Deputy Tax Commissioners (Borough Chief) are to take 
charge of and be responsible for the assessment of real estate within a borough, 
other than special franchises and real estate of corporations, and in addition, in the 
Boroughs of The Bronx, Queens and Richmond, to take charge of and be responsible 
for the assessment of all personal property of natural persons and corporations. 


*The existing positions of Assistant Tax Commissioner are appraised in Grade 1 of the 
Private Secretary Group. These positions appear to be unnecessary. 


126 


Senior Deputy ‘Tax Commissioner (Personal Estate of Borough): 

The duties of Senior Deputy Tax Commissioners (Personal Estate of Borough) 
are to take charge of and be responsible for the assessment of all personal property 
of natural persons and estates within a borough. 


Senior Deputy Tax Commissioner (Personal Estate of Corporations): 

The duties of Senior Deputy Tax Commissioners (Personal Estate of Corpora- 
tions) are to take charge of and be responsible for the assessment of personal 
estate of corporations in all boroughs. 


Senior Deputy Tax Commissioner (Real Estate of Corporations): 

The duties of Senior Deputy Tax Commissioners (Real Estate of Corpora- 
tions) are to take charge of and be responsible for the assessment of real estate 
of corporations in all boroughs. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than four years of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, exper- 
ience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$3900 to $4200 inclusive. 
Salary rates—$3900, $4200. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be per- 
formed. 


GRADE 8 (VT3) 


TITLES OF POSITIONS— 
ASSISTANT CHIEF DEPUTY TAX.COMMISSIONER (REAL ESTATE) 


DUTIES— 
The duties of the incumbent of this position are to assist the Chief Deputy 
Tax Commissioner (Real Estate) in the administration of the Real Estate Bureau 
and the Bureau of Real Estate of Corporations. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, experi- 
ence in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$4200 to $4500 inclusive. 
Salary rates—$4200, $4500. 
SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. Fixa- 
tion of the initial salary rate and advancement within this grade are conditional upon 
appraisal under the rules of the Board of Estimate and Apportionment, indicating 
that the rate requested does not exceed the value of the work to be performed. 


wey 


GRADE 4 (VT 4) 
TITLES OF POSITIONS— 
CHIEF DEPUTY TAX COMMISSIONER (REAL ESTATE) 
CHIEF APPRAISER (REAL ESTATE) 
DUTIES— 
Chief Deputy Tax Commissioner (Real Estate): 

The duties of the Chief Deputy Tax Commissioner (Real Estate) are to direct 
and be responsible to the Board of Tax Commissioners for the administration of 
the Real Estate Bureau of the Department of Taxes and Assessments. 

Chief Appraiser (Real Estate): 

The duties of the Chief Appraiser (Real Estate) are to act as adviser to the 
Comptroller in matters involving the appraisal of real estate, including appraisals 
incident to certain acquisitions and the sale of real estate by the city, condemnation 
proceedings or other litigations, approval of settlements in connection with the 
reduction of taxes and assessments, agreements on boundary lines, the straightening 
of highwater marks, the release of the city’s interest in real property, and the 
handling of leases in all cases where the city is the lessee. 

QUALIFICATIONS'— 

1. The minimum qualifications prescribed for Grades 2 or 3. 

2. If appointed by promotion, not less than three years of appropriate exper- 
ience in Grades 2 or 3, or if appointed as the result of an open competitive exam- 
ination, experience in work of the character and standard of Grades 2 or 3. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$4800 to $7200 inclusive. 
Salary rates—$4800, $5220, $5640, $6060, $6600, $7200. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


MISCELLANEOUS INVESTIGATOR GROUP 
SYMBOL (YZ) 


The term Miscellaneous Investigator Group is applied to those offices or employments 
of the Investigational Service in which incumbents are required to perform routine or 
specialized investigational work of an exceptional nature not included in the other groups 
of the Investigational Service. 


GRADE 1 (VZ1) 
TITLES OF POSITIONS— 
EXAMINER OF PLUMBERS 
DUTIES— 
Examiner of Plumbers: 

The duties of Examiners of Plumbers are to perform the work devolving upon 
members of the Examining Board of Plumbers, including examination and 
certification of persons applying for licenses to act as master plumber and the revoca- 
tion of such certificates upon due cause. 


1The intention of these qualifications is to allow candidates in both Grade 2 and Grade 3 
to compete for this position. For this purpose the Municipal Civil Service Commission 
may find it desirable to incorporate Grades 3 and 4 of the standard specifications in one 
civil service grade. 


128 


QUALIFICATIONS— 
Examiner of Plumbers: 
1. A license issued by the Examining Board of Plumbers to act as a master 
plumber or experience as a journeyman plumber. 
2. Evidence of ability to perform the duties of the position satisfactory to the 
appointing officer. 


COMPENSATION— 


Examiner of Plumbers: 
Compensation per diem—$5. 


GRADE 2 (VZ2) 
TITLES OF POSITIONS— 


SUPERINTENDENT (PUBLIC EMPLOYMENT BUREAU) 
EXAMINER (FIRE PREVENTION) 
DUTIES— ; 
Superintendent (Public Employment Bureau): 

The duties of the Superintendent (Public Employment Bureau) are to be respon- 
sible for the opération of the Public Employment Bureau, including the recording of 
applications for employment, the soliciting and recording of applications for 
employes, the placing of persons seeking employment in vacant positions and the 
preparation of appropriate statistics regarding employment, labor, market and social 
conditions. 


Examiner (Fire Prevention): 

The duties of Examiners (Fire Prevention) are to examine and to pass upon 
applicants for certificates of fitness to take charge of hazardous occupations, and 
to assist the Fire Commissioner in drawing up regulations governing the manu- 
facture, sale, storage, transportation or other handling of chemicals and explosive 
and combustible materials. 


QUALIFICATIONS— 
Superintendent (Public Employment Bureau): 

1. Experience in an executive capacity in a semi-public or philanthropic 
employment agency or in connection with the employment departments of large 
organizations, or in other work recognized by the Municipal Civil Service Commis- 
sion as qualifying. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


Examiner (Fire Prevention): 
1. Ability to perform the duties of the position satisfactory to the appointing 
officer. 


COMPENSATION— 
Superintendent (Public Employment Bureau): 


Range of annual compensation—$3000 to $3480 inclusive. 
Salary rates—$3000, $3240, $3480. 


Examiner (Fire Prevention): 
Compensation per diem—$10. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Superintendent (Public Employment Bureau): 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


129 


EDUCATIONAL SERVICE 
SYMBOL (E) 


The term Educational Service is applied to those offices or employments the 
duties of whose incumbents are to give or to supervise instruction designed to 
develop the mental and physical powers or to develop manual skill.1 


INDUSTRIAL INSTRUCTOR GROUP 
SYMBOL (EI) 


The term Industrial Instructor Group is applied to those offices or employments of 
the Educational Service in which incumbents are required to instruct or to supervise the 
instruction of inmates of correctional or charitable institutions in handicrafts or skilled 
trades. 


GRADE 1 (EI1) 
TITLES OF POSITIONS— 


ASSISTANT INDUSTRIAL INSTRUCTOR 
DUTIES— 


The duties of incumbents of these positions, which may include responsibility 
for the custody and discipline of inmates, are to perform under supervision the 
routine and less responsible work involved in the industrial or vocational instruction 
of inmates of charitable or correctional institutions. 


Examples: 
Taking charge of a class engaged in weaving, rug and mat making, chair 
caning, sewing, shoemaking, etc. 


QUALIFICATIONS*— 
1. Evidence of ability to perform the duties of the position satisfactory to the 
appointing officer. 
2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation with maintenance—$480 to $600 inclusive. 
Salary rates—$480, $540, $600. 
Range of annual compensation without maintenance—$720 to $840 inclusive. 
Salary rates—$720, $780, $840. 


*The Educational Service as presented includes only positions as industrial instructors, 
recreation instructors and other miscellaneous instructors. The service definition should 
later be expanded to include the Librarian Group. See footnote on page 150. The main 
body of teachers is at present under the control of the Board of Education and their 
salaries are fixed by law. In the case of teachers employed by the Department of Public 
Charities, upon nomination by the City Superintendent of Schools and certification by the 
Board of Examiners of the Department of Education, it is recommended that the same rates 
be paid as are paid by the Board of Education for similar work, unless maintenance and 
other peculiar considerations are involved. Payment of these rates and granting of increases 
should be conditioned on appointment from appropriate lists, adequate supervision and 
meeting of conditions prescribed by the Board of Education for similar action in the case 
of their own teaching force. 

“Positions in this grade are classified by the Municipal Civil Service Commission as non- 
competitive. Incumbents of these positions may compete in open competitive examinations 
for positions as Industrial Instructor in Grade 2. 


130 


GRADE 2 (EI 2) 
TITLES OF POSITIONS’ ’*— 


INDUSTRIAL INSTRUCTOR (FARMING) 
INDUSTRIAL INSTRUCTOR (HANDICRAFTS) 
INDUSTRIAL INSTRUCTOR (TRADES) 


DUTIES— 


Industrial Instructor (Farming): 

The dugies of Industrial Instructors (Farming), which may include responsibility 
for the custody and discipline of inmates and the actual performance of farm 
work, are to organize, carry on and give instruction in the various activities of 
farm life among the inmates of correctional or charitable institutions, to supervise 
their work, and to order and take charge of needed supplies and equipment. 


Industrial Instructor (Handicrafts): 

The duties of Industrial Instructors (Handicrafts), which may include responsi- 
bility for the custody and discipline of inmates and the supervision of employes in 
Grade 1, are to instruct or supervise the instruction of inmates of correctional or 
charitable institutions in handicrafts, simple trades, or the elementary work of 
skilled trades, to plan and supervise their work, and to order and take charge of 
needed supplies and equipment. 


Examples: 
Supervising the instruction of several groups of inmates in basketry, weav- 
ing, rug and mat making, broom and brush making, chair caning, mat- 
tress making, wood and metal work or needlework. 


Industrial Instructor (Trades): 

The duties of Industrial Instructors (Trades), which may include responsibility 
for the custody and discipline of inmates and the supervision of employes in Grade 
1, are to instruct or supervise the instruction of inmates of correctional or charitable 
institutions in one or more of the various skilled trades, to plan and supervise their 
work, and to order and take charge of needed supplies and equipment. 


Examples: 

Supervising the instruction of several groups of inmates in carpentry, 
plumbing, tailoring, printing, shoemaking, electrical work, painting, or 
trade dressmaking. 

QUALIFICATIONS— 


Industrial Instructor (Farming): 

1. Completion of a standard course of training in agriculture at an agricultural 
college of recognized standing, or practical experience in farm work recognized by 
the Municipal Civil Service Commission as the equivalent. 

2. Experience in supervising boys and men in agricultural or other work. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Industrial Instructor (Farming) at the Farm Colony. 
Industrial Instructor (Trades) at the Reformatory of the Department of Correction. 
In case an Industrial Instructor (Trades) or Industrial Instructor (Handicrafts) is 
appointed for instruction in a particular trade or handicraft, the position will be designated 
by that trade or handicraft, as Industrial Instructor (Carpentry) or Industrial Instructor 
(Basketry and Weaving). 


131 


Industrial Instructor (Handicrafts) : 


1. Completion of a normal course of training in the industrial arts, or other 
training or experience recognized by the Municipal Civil Service Commission as 
the equivalent. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


Industrial Instructor (Trades): 


1. Practical experience in the actual work of a trade. 

2. Completion of a normal course of training in the work of a trade at a 
technical school of recognized standing, or other training or experience recognized 
by the Municipal Civil Service Commission as the equivalent. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

The minimum qualifications shall consist of 1 and 3 or 2 and 3. 


COMPENSATION— 
Range of annual compensation—$900 to $1500 inclusive, with or without main- 
tenance. 
Salary rates—$900, $960, $1020, $1080, $1140, $1200, $1260, $1320, $1380, $1440, 
$1500. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are condi- 
tional upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


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GRADE 3 (E13) 
TITLES OF POSITIONS’ — 


SUPERINTENDENT OF INDUSTRIES 
DUTIES— 

The duties of incumbents of these positions, which involve supervision of em- 
ployes in Grades 1 and 2, and which require a thorough practical knowledge of 
the methods and purposes of industrial education as well as of trade processes and 
factory management, are to direct and be responsible for the industrial instruction 
and production of an entire department. 

*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Superintendent of Industries in the Department of Correction. 


132 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than three years of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, expe- 
rience in work-of the character and standard of Grade 2. 

3. Successful experience in factory or industrial management. 

4. Experience in the supervision of industrial instruction in schools or of 
industries in charitable or correctional institutions. 

5. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

The minimum qualifications shall consist of 1, 2 and 5, 3 and 5, or 4 and 5. 


COMPENSATION— 
Range of annual compensation—$2460 to $3660 inclusive. 
Salary rates—$2460, $2700, $2940, $3180, $3420, $3660. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


RECREATION INSTRUCTOR GROUP 
SYMBOL (ER). 


The term Recreation Instructor Group is applied to those offices or employments of the 


Educational Service in which incumbents are required to lead, give instruction in, supervise 
or direct the various forms of play or recreational activity in public playgrounds, gymnasiums, 


farm gardens or recreation centers. 


GRADE 1 (ER1) 


TITLES OF POSITIONS—. 


FARM GARDEN INSTRUCTOR 
RECREATION INSTRUCTOR 

RECREATION INSTRUCTOR (ATHLETICS) 
RECREATION INSTRUCTOR (SWIMMING) 


DUTIES— 
Farm Garden Instructor: 
The duties of Farm Garden Instructors are to give instruction in and to 
supervise gardening and other farm gardening activities. 


Recreation Instructor: 
The duties of Recreation Instructors are to direct and conduct games, dancing, 
ingenuity work, dramatization or other recreational activities at public playgrounds 


or recreation piers. 


Recreation Instructor (Athletics): 

The duties of Recreation Instructors (Athletics) are to give instruction in 
various forms of athletics and gymnastics and to conduct these activities in public 
gymnasiums or playgrounds. 


Recreation Instructor (Swimming): 
The duties of Recreation Instructors (Swimming) are to give instruction in 
swimming and life saving and to guard the safety of persons using public baths. 


133 


QUALIFICATIONS— 


1. A certificate of graduation from a public high school of the state of New 
York, or proof of other training recognized by the Municipal Civil Service Com- 
mission as the equivalent. 

2. A certificate granted on the completion of a one year standard course of 
training in recreational work at a physical culture or normal school or other spe- 
cialized school of recognized standing, or proof of other training or experience 
recognized by the Municipal Civil Service Commission as the equivalent. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$900 to $1080 inclusive. 
Salary rates—$900, $960, $1020, cl 
Compensation per diem—$3, 


GRADE 2 (ER2) 


TITLES OF POSITIONS— 


HEAD FARM GARDEN INSTRUCTOR 
HEAD RECREATION INSTRUCTOR 


DUTIES— 


Head Farm Garden Instructor: 


The duties of Head Farm Garden Instructors are to supervise and be respons- 
ible for one large or several small farm gardens. 


Head Recreation Instructor: 


The duties of Head Recreation Instructors, which involve supervision of em- 
ployes in Grade 1, are to supervise and be responsible for an entire large play- 
ground, gymnasium or recreation center, or for a group of small playgrounds or 
gymnasiums, or for the recreational activities on a large pier or group of small 
piers, or to act as field inspector of a number of playgrounds or gymnasiums. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, experi- 
ence in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— j | 
Range of annual compensation—$1200 to $1440 inclusive. 


Salary rates—$1200, $1320, $1440. 
Compensation per diem—$4. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be per- 
formed. 


134 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


GRADE 3 (ER3) 
TITLES OF POSITIONS — 


ASSISTANT SUPERVISOR OF RECREATION 
SUPERVISOR OF FARM GARDENS 
SUPERVISOR (VOLUNTEER LIFE SAVING CORPS) 


DUTIES— 


Assistant Supervisor of Recreation: 

The duties of Assistant Supervisors of Recreation, which require administrative 
ability and specialized knowledge, are to assist the Supervisor of Recreation in the 
origination, organization and administration of municipal recreational activities for 
boys and for girls within the borough of Manhattan or in the general supervision 
of recreational work in that borough. 


Supervisor of Farm Gardens: 

The duties of Supervisors of Farm Gardens are to supervise and be responsible 
for the farm garden activities within one or more boroughs, including responsibility 
for materials and equipment used in farm garden work. 


Supervisor (Volunteer Life Saving Corps): 


The duties of the Supervisor (Volunteer Life Saving Corps), which involve 
supervision of the members of the Life Saving Corps, are to direct and be respons- 
ible for the New York City department of the United States Volunteer Life Saving 
Corps, to supervise the teaching of swimming by members of the Corps at the 
public baths and to conduct lectures on life saving and first aid methods. | 


QUALIFICATIONS— 


Assistant Supervisor of Recreation, Supervisor of Farm Gardens: 


1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate expe- 
rience in Grade 2, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard: of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


Supervisor (Volunteer Life Saving Corps): 


1. The minimum qualifications prescribed for Recreatiori Instructor (Swim- 
ming) in Grade 1. 

2. If appointed by promotion, not less than three years of appropriate expe- 
rience in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


"The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 


Assistant Supervisor of Recreation in charge of recreational activities for boys or 
for girls in the Bureau of Recreation, Manhattan. - 


135 


COMPENSATION— 


Range of annual compensation—$1560 to $1800 inclusive. 
Salary rates—$1560, $1680, $1800. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed, 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 

The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also 
page 30. 

mp a a Ue a i os ee ee WO Be 1 year 
ROGUE re Lae era Rar reek ible Ses 2 years 


GRADE 4 (ER4) 
TITLES OF POSITIONS— 
SUPERVISOR OF RECREATION 


DUTIES— 

The duties of incumbents of these positions, which require administrative ability 
and specialized knowledge, are to supervise and be responsible for the origination, 
organization and administration of municipal recreational activities within one or 
more boroughs, including responsibility for materials and equipment used in recrea- 
tional work. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 3, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 3. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Supervisor of Recreation, Manhattan: 
Range of annual compensation—$2340 to $3300 inclusive. 
Salary rates—$2340, $2580, $2820, $3060, $3300. 
Supervisor of Recreation, Brooklyn: | 
Range of annual compensation—$1980 to $2580 inclusive. 
Salary rates—$1980, $2160, $2340, $2580, 
SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be per- 
formed. 


MISCELLANEOUS INSTRUCTOR GROUP 
SYMBOL (EZ) j 


The term Miscellaneous Instructor Group is applied to those offices or employments of 
the Educational Service in which incumbents are required to perform routine or specialized 
educational work of an exceptional nature, not included in the other groups of the Educa- 
tional Service. 


136 


GRADE 1 (EZ1) 
TITLES OF POSITIONS'— 


INSTITUTIONAL INSTRUCTOR (BAND MUSIC) 
DUTIES— 


Institutional Instructor (Band Music): 


The duties of Institutional Instructors (Band Music) are to give instruction in 
the playing of band instruments and to conduct bands in practice and in public 
appearances in city hospitals or other institutions. 

QUALIFICATIONS— 


Institutional Instructor (Band Music): 


1. Evidence of ability to play on instruments commonly used in bands. 
2. Experience in teaching the playing of band instruments or in conducting a 
band. ° 
3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 
COMPENSATION— 


Institutional Instructor (Band Music): 


Range of annual compensation—$900 to $1200 inclusive. 
Salary rates—$900, $960, $1020, $1080, $1140, $1200. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Institutional Instructor (Band Music): 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


GRADE 2 (EZ 2) 
TITLES OF POSITIONS— 


SUPERVISOR OF TRAINING (RANDALL’S ISLAND) 
DUTIES— 


Supervisor of Training (Randall’s Island): 


The duties of the Supervisor of Training (Randall’s Island), which involve 
supervision of teachers, industrial instructors and recreation instructors, are to 
direct and to be responsible to the head of the institution for the mental, physical 


and industrial training of inmates of the Children’s Hospitals and Schools on 
Randall’s Island. 


QUALIFICATIONS— 
Supervisor of Training (Randall’s Island): 


1. Evidence of the completion of a normal course of training, not less than 
two years in length, at a normal school or other pedagogical training school of 
recognized standing, including courses in the training of mental defectives, or other 


educational qualifications recognized by the Municipal Civil Service Commission 
as qualifying. 


*’The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 


Institutional Instructor (Band Music) at the New York City Children’s Hospitals 
and Schools, Randall’s Island. 


bo 


2. Experience in the mental, industrial or recreational instruction of mental 
defectives. 


3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Supervisor of Training (Randall’s Island): 


Range of annual compensation—$1620 to $2100 inclusive, with or without main- 
tenance. 


Salary rates—$1620, $1740, $1920, $2100. 

SPECIAL REGULATION GOVERNING COMPENSATION— 
Supervisor of Training (Randall’s Island): 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 

SPECIAL CONDITION GOVERNING ADVANCEMENT— 
Supervisor of Training (Randall’s Island): 

The following table indicates the minimum number of years of meritorious 

service required at each rate before advancement to the next rate. See also page 30. 


138 


CLERICAL SERVICE. 
SYMBOL (C). 


The term Clerical Service is applied to those offices or employments the pre- 
ponderant duties of whose incumbents are to perform routine or administrative 
office work requiring business ability or specialized training other than office work 
merely incident to duties outlined in other services. 


BOOKKEEPER GROUP 
SYMBOL (CB) 


The term Bookkeeper Group is applied to those offices or employments of the Clerical 
Service in which incumbents are required to perform work involving a knowledge of 
double entry bookkeeping and ability to compute, journalize, post and compile data in con- 
nection with bookkeeping procedure. 


GRADE 1 (CB1) 


TITLES OF POSITIONS— 


JUNIOR BOOKKEEPER 
DUTIES— 


The duties of incumbents of these positions are to make simple postings of 
accounting information from one book to another or from documents or schedules 
to accounting records, to balance or adjust accounts, to take trial balancés, to make 
journal entries, to write statements or bills, and to perform other bookkeeping 
work of a similar character and standard. 

Examples: 

Writing up registers and cash books. 

Posting detail ledgers. 

Posting fund ledgers. 

Locating errors in detail ledgers. 

Taking trial balances. 

Making journal entries. ' 

Computing, posting or compiling data in connection with functional and 
unit cost accounting, budget accounting or budget estimates. 

Making out vouchers or statements of accounts. 

Preparing financial data or periodical reports on prepared forms. » 

Verifying payrolls and recapitulations. 


QUALIFICATIONS— 
1. Such qualifications as may be required by the Municipal Civil Service 
Commission. 
COMPENSATION— 


Range of annual compensation—$840 to $1200 inclusive. 
Salary rates—$840, $960, $1080, $1200. 


GRADE 2 (CB 2) 
TITLES OF POSITIONS— 
BOOKKEEPER 
DUTIES— 
The duties of incumbents of these positions, which may or may not include 
supervision of one or more bookkeepers in Grade 1 or of other subordinates, are to 


keep general ledgers and controlling accounts of subsidiary records and to prepare 
balance sheets and special reports. 


139 


Examples: 

Making general journal entries and posting to controlling accounts. 

Taking trial balances of general ledgers. 

Comparing and reconciling subsidiary ledger balances with controlling 
accounts. 

Determining accounts to which orders and vouchers are to be charged. 

Preparing special financial statements or reports for department or bureau 
heads. 

is Devising or installing minor forms and methods of departmental book- 

keeping. ; 


QUALIFICATIONS— 
1. The minimum qualifications prescribed for Grade 1. 
2. If appointed by promotion, not less than two years of experience in Grade 
1, or if appointed as the result of an open competitive examination, experience in 
work of the character and standard of Grade 1. 
3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$1320 to $1800 inclusive. 
Salary rates—$1320, $1440, $1560, $1680, $1800. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
‘indicating that the rate requested does not exceed the value of the work to be 
performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


SOU ae te a eae ae clade ae cae Be 1 year 
CAA ate See ces ee a OGRE Sere S hedsce visa i 
FSO) meper rep Nee eae N cos gil ay. Sree oe 2 years 
SOS rs Ok ng kewl few 8U es Nae 


GRADE 3 (CB3) 


TITLES OF POSITIONS — 


SENIOR BOOKKEEPER 
DUTIES— 

The duties of incumbents of these positions, which require expert knowledge 
of bookkeeping and accounting procedure in the city service, involve the keeping 
of intricate financial records or the direct supervision of important bookkeeping 
groups.” 

*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Senior Bookkeeper in charge of the bookkeeping division of the Finance Department. 
Senior Bookkeeper in the Department of Street Cleaning. 
?Positions as chiefs of the largest bookkeeping divisions where accounting knowledge 
and experience is required will be found in Grades 2 and 3 of the Accountant Group of the 
Professional Service. 


140 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$1980 to $2820 inclusive. 
Salary rates—$1980, $2160, $2340, $2580, $2820. 
SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


DLO SO acre hat catenins ol ete en ae Rae ree 1 year 
A NS 8 Mine Siete LAME Soe Caer tere EEO eS 2 years 
LOADS FRAN E oes cates eee he ern eee AES 
25S ak, Uc NaR Rive tented aera ae 2) me 


CLERK GROUP 
SYMBOL (CC) 


The term Clerk Group is applied to those offices or employments of the Clerical Service 
in which incumbents are required to perform routine or specialized clerical work not 
included in the other groups of the Clerical Service. 


GRADE 1 (CCl) 


TITLES OF POSITIONS— 
JUNIOR CLERK 
DUTIES— 


The duties of incumbents of these positions are to perform under supervision 
the simplest kinds of office work. 


Examples: 


Addressing. 

Mailing. 

Letter-press copying. 

Indexing. 

Ordinary filing. 

Keeping office in order. 

Running errands. 

Receiving visitors. 

Distributing mail. 

Operating small office telephone switchboards. 


141 


QUALIFICATIONS— 


1. Such qualifications as may be required by the Municipal Civil Service 
Commission. 


COMPENSATION— 


Range of annual compensation—$360 to $540 inclusive. 
Salary rates—$360, $420, $480, $540. 


GRADE 2A (CC2A)! 
TITLES OF POSITIONS’ — 


A Solo LAN TPeCELE RK eA 
DUTIES— 


The duties of incumbents of these positions are to perform under supervision 
prescribed routine clerical work of minor consequence. 


Examples: 


Plain longhand copying. 

Keeping ordinary card indices. 

Receiving and distributing routine reports and applications. 

Making out and tabulating daily, weekly and monthly reports, simple 
charts and statistics. 

Registering and verifying extensions and additions on orders and 
invoices. 

Writing, registering and scheduling vouchers. 

Simple filing of correspondence, tracings, maps, reports, etc. 

Operating tabulating machines, adding and scheduling machines and 
addressographs. | 

Performing simple or apprentice work on Hollerith or miultigraph 
machines. 

Verifying time sheets and payrolls. 

Writing notices and permits on prepared forms. 

Acting as information clerk for a department in outer office. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. Not less than one year of appropriate experience in Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$600 to $720 inclusive. 
Salary rates—$600, $660, $720. 


‘For purposes of appraisal and appropriation, Grade 2 is divided into two parts, Grade 
2A and Grade 2B. The unspecialized titles are Assistant Clerk A and Assistant Clerk B. 
For civil service purposes, this grade will be known simply as Grade 2, the unspecialized 
title being simply Assistant ‘Clerk. 

2 The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 

Assistant Clerks A acting as Bill Clerks in the Bureau of Assessments and Arrears 
in the Department of Finance. 
Assistant Clerks A acting as Tickler Clerks in the Tenement House Department. 


GRADE 2B (CC2B)! 
TITLES OF POSITIONS— 


ASSISTANT CLERK B 
ASSISTANT CLERK (MULTIGRAPH OPERATOR) 
ASSISTANT CLERK (TABULATING MACHINE OPERATOR) 


DUTIES— 


Assistant Clerk B: 

The duties of Assistant Clerks B, which may involve limited supervision, are to 
perform clerical work incident to preparing, compiling, entering or verifying 
routine office information, reports, records and forms, and to dealing with the 
public on routine departmental matters. 


Examples: 
Keeping important official records. 
Reviewing inspectors’ reports. 
Copying and compiling cost account records under supervision. 
Calculating and scheduling penalties and arrears. 
Filing and keeping in custody important papers and records. 
Receiving for custody and returning property in small property divisions. 
Issuing permits and notices according to prescribed regulations. 
Making up and verifying payrolls. 
Searching wills and corporation records. 
Indexing mortgages and other legal documents. 
Comparing and certifying genuineness of signatures on legal papers. 
Explaining building plans to applicants. 
Receiving applications and issuing certificates for commissioners of deeds. 
Keeping cost record of mechanics’ work. 


Assistant Clerk (Multigraph Operator): 

The specialized duties of Assistant Clerks (Multigraph Operator) are to 
operate multigraph machines in the performance of work requiring great expert- 
ness and involving considerable responsible clerical work. 


Assistant Clerk (Tabulating Machine Operator): 

The specialized duties of Assistant Clerks (Tabulating Machine Operator) are 
to operate complicated tabulating machine systems in the performance of work 
requiring great expertness in punching, sorting, tabulating and checking, and involv- 
ing considerable responsible clerical work. 


QUALIFICATIONS— 


Assistant Clerk B: 
1. Not less than one year of experience in Grade 2 A. 


*For purposes of appraisal and appropriation, Grade 2 is divided into two parts, Grade 
2A and Grade 2B. The unspecialized titles are Assistant Clerk A and Assistant Clerk B. 
For civil service purposes, this grade will be known simply as Grade 2, the unspecialized title 
being simply Assistant Clerk. 

* The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 

Assistant Clerks B acting as Window Clerks in the Department of Licenses. 
Assistant Clerks B acting as Correspondence Clerks in the Tenement House 
Department. 


143 


Assistant Clerk (Multigraph Operator), Assistant Clerk (Tabulating Machine 
Operator): 
1. Such qualifications as may be required by the Municipal Civil Service Com- 
mission. 


COMPENSATION— 
Assistant Clerk B: 


Range of annual compensation—$840 to $1200 inclusive. 
Salary rates—$840, $960, $1080, $1200. 


Assistant Clerk (Multigraph Operator), Assistant Clerk (Tabulating Machine 
Operator): | 
Range of annual compensation—$720 to $960 inclusive. 
Salary rates—$720, $840, $960. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


GRADE 3 .(CC8) 
TITLES OF POSITIONS’ — 


CLERK 
CLERK (BERTILLON) 
CLERK (COMPUTER) 


CLERK (FINGER PRINT) 
DUTIES— 


Clerk: 


The duties of Clerks, which may include taking charge of the clerical force in 
divisions and in minor departments, are to exercise continuing judgment and respon- 
sibility either in independent work or in the supervision of other employes. 

Examples: 

Preparing specifications, requisitions, orders of advice of awards. 

Acting as contract clerk in the largest departments. 

Receiving and finally disposing of routine complaints. 

Summarizing reports. 

Making difficult computations of financial or cost statistics, estimates, etc. 

Collecting and computing important data for budget estimates. 

Supervising employes charged with renovations, disinfections, inventories, 
stores and expense accounting. 

Issuing and keeping record of electric sign licenses. 

Sealing and keeping record of corporate stock, etc. 

Preparing contracts according to prescribed specifications. . 

Supervising a division in the searching of deeds, mortgages, and tax 
records.” 

Installing, revising and supervising other employes in the current adminis- 
tration of complex filing systems. 

Collecting rentals at city markets. 

Taking charge of a large stenographic bureau. 


*The following positions are among those appraised by the Bureau of Personal Service 


in this grade on the basis of duties performed by present incumbents: 


Clerk in charge of the central property division of the Police Department. 

Clerk acting as Chief Clerk in the office of the Commissioner of Accounts. 

Clerk (Computer) in the Law Department or in the Board of Assessors. 
*See also the Title Examiner Group of the Sub-professional Service. 


144 


Clerk (Bertillon): 

The specialized duties of Clerks (Bertillon) are to take and develop photographs 
of prisoners, to take, record and file Bertillon measurements, and to identify prison- 
ers from measurements and photographs on file. 


Clerk (Computer): 

The specialized duties of Clerks (Computer) are to make computations incident 
to the fixing of awards and assessments for benefit in park and street opening 
proceedings ocr incident to the fixing of assessments for highway and sewer work 
and other public improvements. ' 

Clerk (Finger Print): . 

The specialized duties of Clerks (Finger Print) are to take, classify and identify 
finger prints. 


QUALIFICATIONS— 
Clerk, Clerk (Bertillon), Clerk (Finger Print): 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than three years of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination to 
the position of Clerk (Bertillon) or Clerk (Finger Print), such staat ties as may 
be required by the Municipal Civil Service Commission. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


Clerk (Computer): 

1. Experience in sub-professional engineering work, such as work in Grade 1 
of the Instrumentman or Draftsman Group, or in clerical work involving the use 
of mathematics, or in other work recognized by the Municipal Civil Service Com- 
mission as qualifying. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$1320 to $1800 inclusive. 
Salary rates—$1320, $1440, $1560, $1680, $1800. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


SISZU Seer Creare ae oe a care hee ee 1 year 
LAA G poi Mater a ater cc sucha attorete Ina 
E500 Brera co itera art etce ae peters 2 years 
EGSE Ey co iP ealesc pe nett at taicete 2 


GRADE 4 (CC 4) 


TITLES OF POSITIONS’ — 
SENIOR CLERK 
SENIOR CEERK (COMPUTER) 
SENIOR CLERK (FINGER PRINT) 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Senior Clerk acting as Chief Clerk in the Municipal Civil Service Commission. 
Senior Clerk (Computer) in the Board of Assessors. 


Senior Clerks acting as Clerks of the most important committees of the Board of 
Education. 


145 


DUTIES— 


Senior Clerk: 

The duties of Senior Clerks, which require a high degree of clerical knowledge 
and administrative ability, are to assume complete responsibility for the clerical 
work of entire bureaus or departments other than those mentioned in Grades 3 and 
5, or to perform independently difficult, responsible or technical clerical work 
specifically appraised in this grade by the Board .of Estimate and Apportionment. 


Senior Clerk (Computer): 

The specialized duties of Senior Clerks (Computer) are to supervise the work 
of Clerks (Computer) in Grade 3 or to perform independently and be responsible 
for the acturacy of all the most important calculations made in connection with 
fixing awards and assessments incident to condemnation proceedings. 


Senior Clerk (Finger Print): 

The specialized duties of Senior Clerks (Finger Print), which require a high 
degree of technical knowledge and ability, are to supervise the routine work of 
taking, classifying and identifying, finger prints, and to perform exceptionally diffi- 
cult finger print work requiring special skill. 


QUALIFICATIONS— 


Senior Clerk, Senior Clerk (Finger Print): 

1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 3, or if appointed as the result of an open competitive examination to the 
position of Senior Clerk (Finger Print), such experience as may be required by 
the Municipal Civil Service Commission. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


Senior Clerk (Computer): 

1. The minimum qualifications prescribed for Clerk (Computer) in Grade 3. 

2. If appointed by promotion, not less than two years of appropriate experience 
as Clerk (Computer) in Grade 3, or if appointed as the result of an open competi- 
tive examination, experience in work of the character and standard of Clerk 
(Computer) in Grade 3. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Senior Clerk, Senior Clerk (Finger Print): 


Range of annual compensation—$1980 to $2580 inclusive. 
Salary rates—$1980, $2160, $2340, $2580. 


Senior Clerk (Computer): 
Range of annual compensation—$1980 to $2340 inclusive. 
Salary rates—$1980, $2160, $2340. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 
S19S80.5 ren rarceeees res Bitty cd eee ee 1 year 


146 


GRADE 5 (CC5) 
TITLES OF POSITIONS'— 
CHIEF CLERK 
EXECUTIVE CLERK 
DUTIES— 


The duties of incumbents of these positions, which require the highest degree of 
clerical knowledge, administrative ability and experience, are to assume complete 
responsibility for the clerical work of departments composed of a number of impor- 
tant clerical units under the direction of clerks in Grades 3 and 4, or to perform 
independently the most difficult, responsible or technical clerical work specifically 
appraised in this grade by the Board of Estimate and Apportionment. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 4. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 4, or if appointed as the result of an open competitive examination, such 
experience as may be required by the Municipal Civil Service Commission. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$2820 to $3540? inclusive. 
Salary rates—$2820, $3060, $3300, $3540. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


COURT CLERK GROUP 
SYMBOL (CK) 


The term Court Clerk Group is applied to those offices or employments of the Clerical 
Service in which incumbents are required to perform in courts responsible clerical work 
involving a knowledge of court procedure other than minor clerical work included in Grades 
1, 2, 3 and 4 of the Clerk Group. 


GRADE 1 (CK1) 
TITLES OF POSITIONS'*— | 
ASSISTANT COURT CLERK 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Chief Clerk in the Department of Health. 
Chief Clerk in the Department of Water Supply, Gas and Electricity. 
Chief Clerk in the Central Payroll Division of the Department of Finance. 
*The Board of Estimate and Apportionment reserves the right to appraise certain posi- 
tions in this grade at salaries of $3840 or $4140. 
*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Complaint Clerk in the Magistrates’ Courts. 
Deputy Clerk of the Court of Special Sessions and the Children’s Court. 
Assistant Clerk in the City Court. 
Clerk in the Court of Special Sessions, the Children’s Court and the Magistrate’s 
Court in the Boroughs of The Bronx, Queens and Richmond. 
Clerk in the Municipal Court in outlying districts where the volume of work is small. 


147 


DUTIES— 

The duties of incumbents of these positions are to act as assistant to the clerk 
of a large and important part of a court, or to perform specialized clerical work 
requiring knowledge of court procedure under the general supervision of such clerk, 
or to take charge of and be responsible for the entire clerical work of smaller and 
less important parts of courts. 


QUALIFICATIONS— 

1. Experience as clerk in a court or law office, or as attendant or interpreter 
in a court, or other experience or education recognized by the Municipal Civil 
Service Commission as qualifying. 

2. In the case of exempt positions or positions not classified by the Municipal 
Civil Service-Commission, evidence of ability to perform the duties of the position 
satisfactory to the appointing officer. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

The minimum qualifications Phall consist of 1 and 3, or 2 and 3. 


COMPENSATION— 

Range of annual compensation—$1800 to $2340 inclusive. 

Salary rates—$1800, $1980, $2160, $2340. 

In addition to this compensation an annual compensation of $120 may be paid to 
Assistant Court Clerks who act as Interpreters in one or more foreign languages 
and who perform in: this capacity work which would otherwise require the service 
of a Court Interpreter. Such additional compensation shall not be paid until the 
presiding judge of the court in which he is employed shall have certified to the use- 
fulness of such foreign language or languages in the court and until the Assistant 
Court Clerk shall have been examined by the Municipal Civil Service Commission and 
shall have received a certificate of his ability to speak and write fluently such lan- 
guage or languages and to translate speech and writing from such language or 
languages into English, and vice versa. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


SLO) Memes eee rel as ex ys senate: 1 year 
LOOM oe Ae eC Y Ee damat sis ua eet 2 years 
1 OU Ae ey ene ay ee oe ee Sets were 2 aa, 


GRADE 2 (CK 2) 


TITLES OF POSITIONS — 
COURT CLERK 


*The majority of the Assistant Court Clerks in the Municipal Courts are appraised in 
Grades 3 and 4 of the Clerk Group of the Clerical Service. Only a limited number are 
performing the duties of Assistant Court Clerk. 

*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 

Clerk of the Court in the Magistrates’ Courts, Court of Special Sessions, Municipal 
Court and Children’s Court. 


148 


DUTIES— 
The duties of incumbents of these positions are to take charge of and be 
responsible to the justices and to the Chief Court Clerk for the clerical work in a 
large and important part of a court. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. In the case of exempt positions or positions not classified by the Municipal 
Civil Service Commission, evidence of ability to perform the duties of the position 
satisfactory to the appointing officer. 

4. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

The minimum qualifications shall consist of 1, 2 and 4, or 3 and 4. 


COMPENSATION— 

Range of annual compensation—$2340 to $3300 inclusive. 

Salary rates—$2340, $2580, $2820, $3060, $3300. 

In addition to this compensation an annual compensation of $120 may be paid to 
Court Clerks who act as Interpreters in one or more foreign languages and who 
perform in this capacity work which would otherwise require the service of a Court 
Interpreter. Such additional compensation shall not be paid until the presiding 
judge of the court in which he is employed shall have certified to the usefulness of 
such foreign language or languages in the court and until the Court Clerk shall have 
been examined by the Municipal Civil Service Commission and shall have received a 
certificate of his ability to speak and write fluently such language or languages, and 
to translate speech and writing from such language or languages into English, 
and vice versa. 


SPECIAL REGULATION GOVERNING COMPENSATION— " 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


GRADE 3 (C K3) 
TITLES OF POSITIONS'— 


DEPUTY CHIEEsCOURT CLERK 
DUTIES— 


The duties of incumbents of these positions are to act as deputy and assistant 
to the Chief Court Clerk. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 2. ° 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Deputy Chief Court Clerk in the Brooklyn, Queens and Richmond parts of the 
Magistrates’ Courts and in the Children’s Court. 


149 


3. In the case of exempt positions or positions not classified by the Municipal 
Civil Service Commission, evidence of ability to perform the duties of the position 
satisfactory to the appointing officer. 

4. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

The minimum qualifications shall consist of 1, 2 and 4, or 3 and 4. 


COMPENSATION— 
Deputy Chief Court Clerk in Magistrates’ Court: 


Range of annual compensation—$3540 to $4140 inclusive. 
Salary rates—$3540, $3840, $4140. 


Deputy Chief Court Clerk in Children’s Court: 


Range of annual compensation—$3540 to $3840 inclusive. 
Salary rates—$3540, $3840. 


GRADE 4 (CK4) 
TITLES OF POSITIONS’ — 


CHIEF COURT CLERK 
DUTIES— 


The duties of incumbents. of these positions are to take charge of and be 
responsible for all clerical work, including the supervision of employes, in an entire 
court, and to act as intermediary on all clerical matters between the judges and the 
employes of the court. ; 


QUALIFICATIONS— 
Chief Court Clerk in the Magistrates’ Courts and the Children’s Court: 

1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 3, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 3. 

3. In the case of exempt positions or positions not classified by the Municipal 
Civil Service Commission, evidence of ability to perform the duties of the position 
satisfactory to the appointing officer. 

4. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

The minimum qualifications shall consist of 1, 2 and 4, or 3 and 4. 


Chief Court Clerk in the Court of Special Sessions, the Municipal Court and 
City Court: 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 2. 

3. In the case of exempt positions or positions not classified by the Municipal 
Civil Service Commission, evidence of ability to perform the duties of the position 
satisfactory to the appointing officer. 

4. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

The minimum qualifications shall consist of 1, 2 and 4, or 3 and 4. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Chief Court Clerk in the Magistrates’ Court, Court of Special Sessions, Children’s 
Court and the City Court. 


150 


COMPENSATION— 
Range of annual compensation—$4140 to $5160 inclusive. 
Salary rates—$#4140, $4440, $4740, $5160. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Persons entering this grade need not necessarily begin at the lowest rate. Fixa- 
tion of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


LIBRARIAN GROUP 
SYMBOL (CL) 


The term Librarian Group is applied to those offices or employments of the Clerical 
Service in which incumbents are required to perform routine, specialized, or supervisory 
library work in connection with the operation of a public library system, to direct and be 
responsible for such a system, or to classify, index and loan books, documents, periodicals, 
or other library material used by a department or bureau and to perform such other library 
services as may be required by the department or bureau.’ 


GRADE 3 (CL3) 


TITLES OF POSITIONS — 
DEPARTMENTAL LIBRARIAN 
DUTIES— 


Departmental Librarian: 

The duties of Departmental Librarians, which require a technical knowledge 
of the activities and terminology of a department or bureau, are to classify, index 
and loan books, documents, periodicals, reprints and clippings, or other materials 
used by the department or bureau, and to perform such other library services as 


~ 


may be assigned. 


QUALIFICATIONS— 
Departmental Librarian: 

1. Such training as is evidenced by a certificate granted on the completion of a 
standard course of library training, not less than one year in length, or other 
training or experience recognized by the Municipal Civil Service Commission as 
qualifying. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$1020 to $1260 inclusive. 
Salary rates—$1020, $1080, $1140, $1200, $1260. 


‘Standard specifications for the personal service in the three public library systems of 
New York City are now being prepared by a joint committee from the libraries and the 
central agencies of the city government. They will be included in the above skeleton specifi- 
cations for the Librarian Group if an agreement is reached between the trustees of the 
libraries and the Board of Estimate and Apportionment on budgetary and current control 
of appropriations granted by the city to the libraries. ‘The Librarian Group should then be 
transferred to the Educational Service. 

*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 

Departmental Librarian in the Research Laboratory of the Department of Health. 


151 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Departmental Librarian: 
Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 


indicating that the rate requested does not exceed the value of the work to be 
performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


py Fos Oba de rede GO ta Rina Deer a 1 year 
eee OLA belles 0 Sa tagith Regen ge Regie RY Pires 
1 LY a se eo A ale ae ee aa eayears 
EAN DES cupnesh sucess 0 cok ath Ps ane Mig Sa 2 


GRADE 5 (CL5) 


TITLES OF POSITIONS’ — 


COURT LIBRARIAN 
LAW LIBRARIAN 
DUTIES— 


Court Librarian: 


The duties of Court Librarians, which require a considerable amount of legal 
knowledge, are to brief propositions of law, to maintain a system of annotations 
and card indices devised to show all details of library text and reports, the existing 
condition of all statutes and ordinances, and the titles, history and subject matter 
of all current cases, to advise as to additions to the library, and to perform such 
other related duties as may be required by the justices of the court. 


Law Librarian: 

The duties of the Law Librarian, which require familiarity with legal 
procedure, are to select for purchase books required by the Law Department, to 
prepare cases and points for binding, to index and digest judicial decisions, to 
annotate reports and statutes and to perform such other related duties as may be 
assigned. 


QUALIFICATIONS— 


1. Experience as librarian in a law library of recognized standing, or other 
training or experience recognized by the Municipal Civil Service Commission as 
qualifying. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$1980 to $2820 inclusive. 
Salary rates—$1980, $2160, $2340, $2580, $2820. 
An additional compensation of $600 may be paid to the Court Librarian of the 
City Court who, in addition to the duties described above, acts as law assistant to 
the justices of the court. 


The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Law Librarian in the Law Department. 
Court Librarian in the City Court of the City of New York. 


152 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that- the rate requested does not exceed the value of the work to be 
performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


$1980 3.255 secre eee aera. i year 
BLGU tec Uae lets eet ait ates eee eae 2 years 
Poet Dee as, eens Brash sora ney cre ES 2s 
DL). 5-5 se Carico tn rete rates Sie seas 20, 


INTERPRETER GROUP 
SYMBOL (C1) 


The term Interpreter Group is applied to those offices or employments of the Clerical 
Service in which incumbents are required to write and speak English and one or more foreign 
languages fluently and to translate with clearness and accuracy speech and writing in those 
foreign languages into English and vice versa. 


GRADE 1 (C11) 
TITLES OF POSITIONS’ — 


INTERPRETER 
COURT INTERPRETER 


DUTIES— 


The duties of incumbents of these positions, which are performed in connection 
with the official routine work of hospitals, courts or other city departments, are to 
converse and write fluently in foreign languages and to translate with clearness and 
accuracy speech and writing in these languages into English and vice versa. 


QUALIFICATIONS’— 


1. Such qualifications as may be required by the Municipal Civil Service Com- 
mission. 


* The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Interpreter in Bellevue Hospital. 
Interpreter in the Bureau of Marriage Licenses in the City Clerk’s office. 
Interpreter in the Department of Licenses. 
Court Interpreter in the City Magistrates’ Courts, Municipal Courts or Court of 
Special Sessions. 

*It is recommended that the Municipal Civil Service Commission hold a combined exami- 
nation for the positions of Interpreter and Court Interpreter in this grade. The first part 
of the examination should consist of questions of less difficulty pertaining to general work 
as an Interpreter, while the second part should comprise questions of greater difficulty 
pertaining to the duties of Court Interpreter. Candidates desiring appointment to positions 
outside of the courts should be required to take only the first part of the examination, but 
candidates desiring appointment to positions as Court Interpreter should take both parts of 
the examination. As a result of this examination, two lists would be promulgated, one 
for Interpreter and one for Court Interpreter. 


133 


COMPENSATION— 


Interpreter: 


Range of annual compensation—$1080 to $1260 inclusive. 
Salary rates—$1080, $1140, $1200, $1260. 


Court Interpreter in City Magistrates’ Courts, Municipal Courts or Court of 
Special Sessions: 


Range of annual compensation—$1380 to $2100 inclusive. 
Salary rates—$1380, $1500, $1620, $1740, $1920, $2100. 


Court Interpreter in City Court: 


Range of annual compensation—$1500 to $2280 inclusive. ; 
Salary rates—$1500, $1620, $1740, $1920, $2100, $2280. 


In addition to this compensation an annual compensation of $120 may be paid 
to Interpreters for each additional useful foreign language acquired, not exceeding 
two. A dialect of any language in which a candidate is qualified shall not be con- 
sidered as an additional foreign language. Such additional compensation shall not be 
paid to any candidate until the head of the department in which he is employed shall 
have certified to the usefulness of such foreign language or languages in the depart- 
ment, and until the Interpreter shall have been examined by the Municipal Civil 
Service Commission and shall have received a certificate of his ability to speak 
and write fluently such language or languages and his ability to translate speech 
and writing in such language or languages into English and vice versa. 

Persons employed temporarily as Interpreters or Court Interpreters in cases 
where no regular Interpreter is available shall be paid $5 per diem. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Court Interpreter: 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next grade. See also page 30. 


Interpreter: 
SUA oN 3 cc atop ea Aa Ma an Se 1 year 
Wee ra ter Pes are oie Vie eth @cimeh a oislne deans 
ACN) rte her ay elect asia eats es adeus na ete ote 2 years 


Court Interpreter in City Magistrates’ Courts, Municipal Courts or Court of 
Special Sessions: 


DISSU ee eae ess Saraetiae he eee Set tinws 1 year 
POO Pen MONE Oe 2 ote oie Poe eats e ates Tin 
1 RGA 8) lg Ae le NS AGA a A Soe | ey oH 
VE UME Se AS A Prag 5s Ore ree hae a aye ie 2 years 
O20 Ab oa tare Oe eer eenten. Pa Me 

Court Interpreter in City Court: 

SISOG sox Police on Math artes Oe Bete ete eG. 1 year 
162022 Mietee eee re a tte ess 
LAG Ee Rie srce atta ici the aebaolee cen ek ae toae 
L920; To cept eee invade a eer ce ttS ahaa Ss 2 years 


154 


MESSENGER GROUP 
SYMBOL (CM) 


The term Messenger Group is applied to those offices or employments of the Clerical 
Service in which incumbents are required to serve legal notices, to receive and deliver 
papers, messages and valuable documents, to deposit moneys, to wait upon high city officials, 
and to receive and direct visitors to various bureaus or offices. 


GRADE 1 (CM1) 
TITLES OF POSITIONS— 


MESSENGER’ 
PROGUSS "SERVER 


DUTIES— 
Messenger: 


The duties of Messengers, which require responsibility, trustworthiness and 
tact, are to receive and deliver moneys, valuable documents, papers and confi- 
dential messages for city departments and city officials, to meet and direct 
visitors to various bureaus or offices, and to perform such incidental clerical 
work as may be assigned by a superior. 


Process Server: 

The duties of Process Servers, which require the highest degree of responsi- 
bility, trustworthiness and tact and a knowledge of the law as to the service of 
papers, are to serve legal papers and to perform such incidental clerical work as 
may be assigned by a superior. 


QUALIFICATIONS— 
Messenger: 


1. If appointed by promotion, not less than two years of appropriate experi- 
ence in Grade 2 of the Clerk Group of the Clerical Service, or three years of appro- 
priate experience in positions in the Labor Class, or if appointed as the result 
of an open competitive examination, such experience as may be required by the 
Municipal Civil Service Commission. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


Process Server: 

1. Experience in a law office or other experience recognized by the Municipal 
Civil Service Commission as qualifying. . 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$840 to. $1200 inclusive. 

Salary rates—$840, $900, $960, $1020, $1080, $1140, $1200. 

Persons temporarily employed as Process Servers shall be paid $1.15 for each 
paper actually served. 

An additional sum not to exceed $300 may be paid for service as Messenger 
to members of the Board of Estimate and Apportionment. 


"These positions may also be filled by superannuated employes, such as Foremen, Care- 
takers, Clerks, or Inspectors, if their work has fitted them to be Messengers and if they are 
capable of rendering service in these positions. 


155 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


PRIVATE SECRETARY GROUP 
SYMBOL (C P) 


The term Private Secretary Group is applied to those offices or employments of the 
Clerical Service in which incumbents are required to act as personal assistants to 
executive or administrative officials and as intermediaries between such officials and the 
public." 


GRADE 1 (CP1) 
TITLES OF POSITIONS’— 


PRIVATES SECRETARY 
DUTIES— 


The duties of incumbents of these positions are to act as secretaries to heads 
of bureaus, less important commissions, or small departments, or to deputy com- 
missioners in any department, and as intermediaries between them and the public, 
which duties involve the meeting and interviewing of visitors, the making of special 
investigations relating to departmental matters, and the performance of other 
services which relieve superiors of the details of office work.® 


QUALIFICATIONS— 


1. Ability to discharge the duties of the position satisfactory to the appointing 
officer. 


COMPENSATION— 


Range of annual compensation—$1800 to $2160 inclusive. 
Salary rates—$1800, $1980, $2160. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. Fix- 
ation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be 
performed. 


‘No exempt position as Private Secretary shall be created where the work can be per- 
formed equally well and satisfactorily by a Stenographer in Grade 2 or a Senior Stenographer 
in Grade 3 of the Stenographer Group. 

? The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 

Private Secretaries to the Deputy Police Commissioners. 

Private Secretary to the City Chamberlain. 

Private Secretary to the Superintendent of Buildings in the Borough of Queens 
or the Borough of Richmond. 

®Positions as Executive Secretaries of departments, boards, etc., will be found in the 
Executive Secretary Group of the Executive Service. 


156 


GRADE 2 (CP 2) 


TITLES OF POSITIONS’ — 


SENIOR PRIVATE SECRETARY. 

DUTIES— 

The duties of incumbents of these positions are to act as secretaries to heads 

of large city departments or commissions, and as intermediaries between them and 

the public, which duties involve the meeting and interviewing of visitors, the making 

of special investigations relating to departmental matters, and the performance of 
other services which relieve superiors of the details of office work. 


QUALIFICATIONS— 
1. Ability to discharge the duties of the position satisfactory to the appointing 
officer. 


COMPENSATION— 
Range of annual compensation—$2340 to $3540 inclusive. 
Salary rates—$2340, $2580, $2820, $3060, $3300, $3540. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be per- 
formed. : 


GRADE 3 (C P83) 
TITLES OF POSITIONS— 


EXECUTIVE PRIVATESSECRIA LARRY 

DUTIES— 

The duties of incumbents of these positions are to act as secretaries to the 

Mayor, the President of the Board of Aldermen and the Presidents of the largest 

boroughs, and as intermediaries between them and the public, which duties involve 

the meeting and interviewing of visitors, the making of special investigations, and 

the performance of other services which relieve superiors of the details of office 
work. 


QUALIFICATIONS— 
1. Ability to discharge the duties of the position satisfactory to the appointing 
officer. 


COMPENSATION— 
Range of annual compensation—$3840 to $6600 inclusive. 
Salary rates—$3840, $4140, $4440, $4740, $5160, $5580, $6000: 
* The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Senior Private Secretary to the Commissioner of the Police Department. 
Senior Private Secretary to the Commissioner of the Department of Docks and 
Ferries. ‘ 
Senior Private Secretary to the Commissioner of the Department of Health. 
Senior Private Secretary to the Corporation Counsel. 
Senior Private Secretary to the Commissioners of the Departments of Public Works 
in the various boroughs. 
Senior Private Secretary to the Superintendent of Buildings in the Borough of 
Manhattan, Brooklyn or The Bronx. 


ia 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be per- 
formed. 


PURCHASING AGENT GROUP. 
SYMBOL (CA) 


The term Purchasing Agent Group is applied to those offices or employments of the 
Clerical Service in which incumbents are required to purchase supplies, materials and equip- 
ment in accordance with specifications, in such quantities and at such times as to meet the 
needs of the service and at the lowest market prices obtainable under existing conditions, 
or to supervise or direct this work. 


GRADE 1 (CA1) 


TITLES OF POSITIONS'— 


PURCHASING AGENT . 

PURCHASING AGENT AND ASSISTANT SUPERVISOR (CITY RECORD) 
PURCHASING AGENT (BOOKBINDING SUPPLIES) 

PURCHASING: AGENT? (PRINTING SUPPLIES) 

PURCHASING AGENT (STATIONERY SUPPLIES) 


DUTIES— 


Purchasing Agent, Purchasing Agent (Bookbinding Supplies), Purchasing 
Agent (Printing Supplies), Purchasing Agent (Stationery Supplies): 

The duties of incumbents of these positions are to carry on in departments pur- 
chasing large quantities of supplies, material and equipment, or in a central purchas- 
ing agency, the details of the work of obtaining, opening and examining bids; the 
preparation of contracts and ordering of supplies, materials and equipment under 
contract or in the open market; the supervision of deliveries to the extent of ascer- 
taining that deliveries are made promptly and within the time limits agreed upon; 
the examination and approval of invoices as to agreement with the requirements of 
orders; and the keeping of such records and files as to provide all information 
connected with specifications, contractors, prices, routes, methods and rates of. 
transportation.’ 


* The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 

Purchasing Agent in the office of the President of the Borough of Manhattan or 
Brooklyn. 

‘Purchasing Agent for the Department of Correction, Department of Public Charities, 
Bellevue and Allied Hospitals, Department of Street Cleaning, Department of 
Docks and Ferries or the Department of Health. 

?The establishment of a central purchasing agency for the City of New York will result 
in a considerable modification of the duties of purchasing agents in the several departments. 
Presumably some of the present purchasing agents will become assistants to the Director of 
Central Purchase as specialists on the purchase of a particular line of supplies, materials or 
equipment. In addition, the Director of Central Purchase will probably have on his staff 
municipal examiners or inspectors of purchase and supplies. 

The assistant of a purchasing agent in this grade, if such an assistant is required, 
should receive the title and compensation provided for in Grade 3 of the Clerk Group of the 
Clerical Service. 


158 


Purchasing Agent and Assistant Supervisor (City Record): 

The duties of the Purchasing Agent and Assistant Supervisor (City Record) 
are to assist the Chief Purchasing Agent and Supervisor (City Record) in 
the supervision of the preparation and publication of the City Record and of 
all contracts for printing and stationery supplies for the city. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 3 of the Clerk Group 
of the Clerical Service. 

2. If appointed by promotion, not less than three years of appropriate expe- 
rience in Grade 3 of the Clerk Group of the Clerical Service. 

3. Experience as purchasing agent or assistant purchasing agent for a large - 
concern. 

4. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

The minimum qualifications shall consist of 1, 2 and 4, or 3 and 4. 


COMPENSATION— 
Purchasing Agent, Purchasing Agent and Assistant Supervisor (City Record): 


Range of annual compensation—$2100 to $2940 inclusive. 
Salary rates—$2100, $2280, $2460, $2700, $2940. 


Purchasing Agent (Bookbinding Supplies): 
Range of annual compensation—$1800 to $2160 inclusive. 
Salary rates—$1800, $1980, $2160. 


Purchasing Agent (Printing Supplies), Purchasing Agent (Stationery 
Supplies): 
Range of annual compensation—$2100 to $2700 inclusive. 
Salary rates—$2100, $2280, $2460, $2700. 


GRADE 2 (CA 2) 


TITLES OF POSITIONS— 
ASSISTANT. DIRECTOR OF CENTRAL WPURGHASE 
PURCHASING AGENT AND ASSISTANT SUPERINTENDENT OF 
SCHOOL SUPPLIFSF (EDUCATION) 


DUTIES— 

Assistant Director of Central Purchase: 

The duties of Assistant Director of Central Purchase are to assist the Director 
of ‘Central Purchase in the devising, installation, organization and operation of a 
system of central purchase of all supplies purchased by the city. 
Purchasing Agent and Assistant Superintendent of School Supplies 

(Education): 

The duties of the Purchasing Agent and Assistant Sipernteddent of School 
Supplies (Education) are to assist the Chief Purchasing Agent and Superintendent 
of School Supplies (Education) in the supervision and direction of the purchasing, 


storage and distribution of all supplies, material and equipment for the Department 
of Education. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the eManianal Civil 
Service Commission. 


159 


COMPENSATION— 
Assistant Director of Central Purchase: 


Range of annual compensation—$3660 to $4260' inclusive. 
Salary rates—$3660, $3960, $4260. 


Purchasing Agent and Assistant Superintendent of School Supplies 
(Education): 
Range of annual compensation—$3180 to $3960 inclusive. 
Salary rates—$3180, $3420, $3660, $3960. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. . 


GRADE 3 (CA3) 


TITLES OF POSITIONS— 


CHIEF PURCHASING AGENT AND SUPERINTENDENT OF SCHOOL 
SUPPLIES (EDUCATION) 

GHIEF, PURCHASINGSAGENT AND SUPERVISOR (CITY RECORD) 

Dinwe ron Chant RALSPURCHASE 

SUPERINTENDENT OF PURCHASE AND MAINTENANCE (FIRE) 


DUTIES— 
Chief Purchasing Agent and Superintendent of School Supplies (Education): 


The duties of the Chief Purchasing Agent and Superintendent of School Sup- 
plies (Education) are to supervise and be responsible for the purchasing, storage 
and distribution of all supplies, material and equipment for the Department of 
Education. 


Chief Purchasing Agent and Supervisor (City Record): 


The duties of the Chief Purchasing Agent and Supervisor (City Record) are to 
supervise the preparation and publication of the City Record and all contracts for 
printing and stationery supplies for the city. 


Director of Central Purchase: 


The duties of the Director of Central Purchase, which involve supervision of 
Purchasing Agents in Grade 1 and of other employes and which require a high 
degree of executive ability and specialized knowledge regarding the purchase of 
supplies, are to devise, install, organize and supervise the operation of a system of 
central purchase of all supplies purchased by the city. 


Superintendent of Purchase and Maintenance (Fire): 


The duties of the Superintendent of Purchase and Maintenance (Fire), which 
involve supervision of clerical and mechanical forces, are to direct and be responsible 
to the Fire Commissioner for purchasing, maintenance and repairs in the Fire 
Department and to perform such incidental work in the use, upkeep, locating and 
replacement of plant equipment and supplies as may be assigned. 


’These salary rates are based upon the present unofficial and experimental character of 
the central purchase organization, and are subject to revision when the organization is 
placed on a more definite statutory basis. 


160 


QUALIFICATIONS— 


Chief Purchasing Agent and Superintendent of School Supplies (Education), 
Chief Purchasing Agent and Supervisor (City Record), 
Director of Central Purchase: 

1. The minimum qualifications prescribed for Grade 1 or Grade 2. 

2. If appointed by promotion, not less than three years of appropriate expe- 
rience in Grade 1 or one year of appropriate experience in Grade 2, or if appointed 
as the result of an open competitive examination, experience in work of the char- 
acter and standard of Grade 1 or Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


Superintendent of Purchase and Maintenance (Fire) :* 
See footnote. 


COMPENSATION— 


Chief Purchasing Agent and Superintendent of School Supplies (Education): 


Range of annual compensation—$6120 to $7200 inclusive. 
Salary rates—$6120, $6600, $7200. 


Chief Purchasing Agent and Supervisor (City Record): 


Range of annual compensation—$4560 to $5280 inclusive. 
Salary rates—$4560, $4860, $5280. 


Director of Central Purchase: 


Range of annual compensation—$4860 to $5700? inclusive. 
Salary rates—$4860, $5280, $5700. 


Superintendent of Purchase and Maintenance (Fire)!: 
Annual compensation—$4560. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Director of Central Purchase: 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


REVENUE OFFICER GROUP 
SYMBOL (CR) 


The term Revenue Officer Group is applied to those offices or employments of the Clerical 
Service in which incumbents are required to collect, receive, or disburse money and to per- 
form clerical work directly incident thereto, or to administer offices whose principal function 
is the collection or disbursement of money. 


*This position at present embraces a wide and somewhat unusual range of duties which 
as grown up during the term of the present incumbent. When the service of this incumbent 
terminates, reorganization and redistribution of duties will presumably follow which will 
change the nature of the position to such an extent that any statement of the qualifications 
or of a minimum salary for the position is at present omitted. 

*These salary rates are based upon the present unofficial and experimental character of 
the central purchase organization and are subject to revision when the organization is placed 
on a more definite statutory basis. 


16] 


GRADE 1 (CR1) 


TITLES OF POSITIONS— 


JICKETSSELLER 
DUTIES— 


The duties of Ticket Sellers are to sell tickets at entrances to municipal ferries 
or other terminals, to receive and guard money and to keep such records and make 
such reports as may be required. 


QUALIFICATIONS— 


1. Such qualifications as: may be required by the Municipal Civil Service 
Commission. 


COMPENSATION— 


Regular Service Exclusive of Sundays: 


Range of annual compensation—$960 to $1200 inclusive. 
Salary rates—$960, $1020, $1080, $1140, $1200. 


Temporary Service: 
Per diem compensation—$3.25. 


GRADE 2 (CR 2) 
TITLES OF POSITIONS'— 


CASHIER 
DUTIES— 


The duties of incumbents of these positions are to collect, receive, or disburse 
and to account for moneys due to or from the city, and to perform other assigned 
clerical work. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 2 of the Clerk Group. 

2. If appointed by promotion, not less than three years of appropriate experi- 
ence in Grade 2 of the Clerk Group, or if appointed as the result of an open com- 
petitive examination, experience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$1320 to $1800 inclusive. 
Salary rates—$1320, $1440, $1560, $1680, $1800. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 
*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Cashier in the office of the Receiver of Taxes. 
Cashier in the Water Register’s Office, Queens. 


162 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


SIS 20 Ss OHSAS he ite rte ee Cares ae 1 year 
14400923 ee ee a ee eee lias 
1560 re 7 ee eee ek Chen eee cea 2 years 
1680 aks oh Gan ee cee eee Aves 


GRADE 8 (CR3) 


TITLES OF POSITIONS'— 
DEPUTY SUPERINTENDENT OF MARKETS 
DEPUTY: COLLEGTOR OF ‘GITY KEVENUGUE 
SENIOR CASHIER 
DUTIES— 
The duties of incumbents of these positions are to collect, receive, or disburse 
and to account for moneys amounting to large sums in the aggregate in positions 
involving complete independent responsibility. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$1980 to $2160 inclusive. 
Salary rates—$1980, $2160. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under:the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


GRADE 4 (CR4) 
TITLES OF POSITIONS’*— 


CHIEF STOCK AND BOND CLERK 

CITY PAYMASTER 

COLLECTOR OF CITY REVENUE AND SUPERINTENDENT OF 
MARKETS 

DEPUTY COLLECTOR OF ASSESSMENTS AND ARREARS 

DEPUTY RECEIVER OF TAXES 

PENSION OFFICER 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Senior Cashiers acting as deputies to the City Paymaster in the Department of 
Finance. 
Senior Cashier in the Water Register’s Office, Manhattan. 
Senior Cashier in the office of the Receiver of Taxes. 
*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Pension Officer in the Fire Department. 


163 


DUTIES— 
The duties of incumbents of these positions are to exercise administrative 
control over the major divisions of the largest revenue receiving and disbursing 
bureaus or offices, or over small revenue receiving and disbursing bureaus or offices. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 3, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 3. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$2340 to $4140 inclusive. 
Salary rates—$2340, $2580, $2820, $3060, $3300, $3540, $3840, $4140. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


GRADE 5 (CR5) 


TITLES OF POSITIONS— 
COLLECTORZ OF ASSESSMENTS AND ARREARS 
RECEIVER OF TAXES 
DUTIES— 
The duties of incumbents of these positions are to exercise administrative 
control over the largest revenue receiving or disbursing bureaus or offices. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 4. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 4, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 4. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$4440 to $5160 inclusive. 
Salary rates—$4440, $4740, $5160. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


STENOGRAPHER GROUP 
SYMBOL (CS) 

The term Stenographer Group is applied to those offices or employments of the Clerical 
Service in which incumbents are required to make, read and type stenographic notes and 
to perform such incidental typing and clerical work as may be required, or to supervise this 
work. 


164 


GRADE 1 (CS]1) 
TITLES OF POSITIONS— 


JUNIOR STENOGRAPHER 
JUNIOR: SBENOPY PIS 
DUTIES— 
The duties of incumbents of these positions are to take symbolic notes of and 
to typewrite work which ordinarily does not include technical matter. 


Examples: 
Taking and transcribing routine correspondence, reports, notices and office 
memoranda. 
Writing stereotyped communications and office forms. 


QUALIFICATIONS— 
1. Such qualifications as may be required by the Municipal Civil Service Com- 
mission. 


COMPENSATION— 
Women: 


Range of annual compensation—$720 to $900 inclusive. 
Salary rates—$720, $780, $840, $900. 


Men’: 
Range of annual compensation—$840 to $900 inclusive. 
Salary rates—$840, $900. 


GRADE 2 (CS 2) 
TITLES OF POSITIONS— 


STENOGRAPHER 
SUENOTY Fist 
DUTIES— 

The duties of incumbents of these positions, which may or may not involve 
supervision of small groups of stenographers and typists, are to perform general 
stenographic and typewriting work requiring ability to take and transcribe technical, 
scientific, legal cor other matter recognized as difficult dictation, and to perform 
incidental clerical work. 


Examples: 
Disposing of important correspondence, reports and memoranda. 
Taking notes of and transcribing legal briefs, opinions, agreements and 
statements, engineering specifications and technical communications, 
reports and papers. 


QUALIFICATIONS— 
1. The minimum qualifications prescribed for Grade 1. 
2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, such 
qualifications as may be required by the Municipal Civil Service Commission.” 


5. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


*Positions as Junior Stenographer shall be filled by men at the higher rate of $840 
only when the location or nature of the position renders it impracticable that it should be 
filled by a woman. 

*In open competitive examinations for positions in this grade, experience will be tested 
by examinations of greater difficulty than those set for Grade 1. 


165 


COMPENSATION— 


Range of annual compensation—$960 to $1200 inclusive. 
Salary rates—$960, $1020, $1080, $1140, $1200. 


GRADE 3 (CS3) 
TITLES OF POSITIONS— 


SENIOR STENOGRAPHER 
SENIOR STENOTYPIST 
DUTIES— 


The duties of incumbents of these positions, which require a thorough acquaint- 
ance with the organization and work of the department in which they occur and a 
high degree of stenographic skill, accuracy and dependability, are to supervise a 

-large stenographic bureau, to act as secretary and stenographer to the highest 
officials, to report and transcribe testimony at important public hearings and quasi- 
judicial trials, or to perform other exceptionally difficult stenographic work requir- 
ing peculiar skill and dependability not ordinarily found in Grade 2. 


Examples: 


Supervising the general stenographic force of a department or large bureau. 

Disposing of correspondence for executives. 

Meeting and interviewing visitors and performing other secretarial services. 

Reporting testimony at trials of policemen and firemen by Commissioners and 
Deputy Commissioners. . 

Reporting and transcribing minutes of meetings of the Board of Estimate 
and Apportionment, Board of Aldermen and Board of Assessors. 

Reporting public hearings before various committees of the Board of Esti- 
mate and Apportionment, such as the Committee on Franchises, City 
Plan, Assessments, etc. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, ex- 
perience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Senior Stenographer or Senior Stenotypist supervising stenographic bureau 
or doing important reporting work: 


Range of annual compensation—$1320 to $1980 inclusive. 
Salary rates—$1320, $1440, $1560, $1680, $1800, $1980. 
Other Senior Stenographers or Senior Stenotypists: 


Range of annual compensation—$1320 to $1680 inclusive. 
Salary rates—$1320, $1440, $1560, $1680. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Senior Stenographer or Senior Stenotypist supervising stenographic bureau: 
Persons entering this grade need not necessarily begin at the lowest rate. Fixa- 
tion of the initial salary rate and advancement within this grade are conditional 


upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


166 


Other Senior Stenographers or Senior Stenotypists: 


Beginning with the lowest rate, advancement within this grade .is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Senior Stenographer or Senior Stenotypist supervising stenographic bureau 
or doing important reporting work: 


PAYA EPs erg Ree AEN RL PY Ab 1 year 
LAAN ee cd eb ead ee eee Ae 
DOGO ie Sony ost Re AN fess oes mie ae gee eee ee ces 2 years 
LOSOAE cea eats ee eis cdeag deere ate ae 2a 
L800 -% pokilek cae Soetee ner aaa Mee nee PA 
Other Senior Stenographers or Senior Stenotypists: 
oy BCA | EE eal BS Core ASC i eet nu Sar 1 year 
L4AQS a Sean gee evs eats eieee RR Ge emer ee 2 years 
1500) aio cae Pe aes, pees en eee (Nae xe 


GRADE 4 (CS4) 


TITLES OF POSITIONS— 


COURT STENOGRAPHER 
DUTIES— 

The duties of incumbents of these positions, which require the highest degree 
of stenographic skill and a wide knowledge of court procedure, are to report and 
transcribe testimony at the City, Municipal, Magistrates’, Special Sessions, or Chil- 
dren’s Courts, and to do such incidental stenographic and typewriting work as may 
be required by the judges of these courts. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 3, or if appointed as the result of an open competitive examination, ex- 
perience in work of the character and standard of Grade 3. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 

Range of annual compensation—$2160 to $3060 inclusive. 

Salary rates—$2160, $2340, $2580, $2820, $3060. 

SPECIAL REGULATION GOVERNING COMPENSATION— 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 

SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


$2160 30. ee ee Se ee Vane 1 year 
DAD os de Mid nares eee 2 years 
2080 ihe Ue ee ge ee 2 ws 
2820: Js Sats rte ee eee ee ol 


167 


TELEPHONE OPERATOR GROUP 
SYMBOL (CO) 


The term Telephone Operator Group’is applied to those offices or employments of the 
Clerical Service in which incumbents are required to operate telephone switchboards, to keep 
records of calls and to do other incidental clerical work. 


GRADE 1 (CO1) 
TITLES OF POSITIONS— 


TELEPHONE OPERATOR 
DUTIES— 

The duties of incumbents of these positions, which require ability to facilitate 
the communications of a city department and knowledge of or the ability to learn 
the relations of a department with other departments and with the public, are to 
operate telephone switchboards, other than monitor or small boards which can be 
operated by office boys, to keep records of telephone calls, and to perform other 
incidental clerical work. 


QUALIFICATIONS— 
1. Experience in operating telephone switchboards. 
2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION'— 7” 


Women: 
Range of annual compensation—$600 to $1020 inclusive. 
Salary rates—$600, $660, $720, $780, $840, $900, $960, $1020. 


Men: 
Range of annual compensation—$660 to $1020 inclusive. 
Salary rates—$660, $720, $780, $840, $900, $960, $1020. 


TYPIST GROUP 
SYMBOL (CT) 


The term Typist Group is applied to those offices or employments of the Clerical Service 
in which incumbents are required to operate one or more of the various kinds of type- 
writing machines used in city departments. 


GRADE 1 (CTI) 


TITLES OF POSITIONS’ — 


TASINLE) ROLY Bos: 
JUNIOR TYPIST (CDICGTAPHONE) 
DUTIES— 

The duties of incumbents of these positions, which may involve the perform- 
ance of incidental clerical work, are to make from written or typed copy or from the 
dictaphone on ordinary typewriting machines plain copies of information, reports, 
notices and memoranda. 


‘Positions requiring the highest ability as telephone operator, as for example in the 
Mayor’s office, shall be filled not by appointment at a higher rate than the initial rate, but 
by transfer of a telephone operator from another department in the city service. 

°The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents : 

Junior Typist (Dictaphone) in the Bureau of Fire Prevention of the Fire 
Department. 


168 


Examples: 
Making typed copies of information on cards or prepared forms. 
Typing, listing and addressing form letters. 
Doing plain routine copying on typewriter. 
Typing from oral dictation. 
Transcribing on the typewriter from the dictaphone. 


QUALIFICATIONS— 


1. Such qualifications as may be required by the Municipal Civil Service 
Commission. 
COMPENSATION— 
Junior Typist: 
Women: 
Range of annual compensation—$600 to $780 inclusive. 
Salary rates—$600, $660, $720, $780. 
Men:* 


Range of annual compensation—$720 to $780 inclusive. 
Salary rates—$720, $780. , 


Junior Typist (Dictaphone) : 


Range of annual compensation—$720 to $780 inclusive. 
Salary rates—$720, $780. 


GRADE 2 (CT2) 


TITLES OF POSITIONS’ — 


LY toi 
LYPIS DP (DICEARPHONE) 
DUTIES— 


The duties of incumbents of these positions, which may or may not involve the 
operation of special billing machines or book-typewriters, are to perform difficult 
or technical work which requires judgment in rearranging, expanding, interpreting, 
segregating, or tabulating matter to be copied, or to perform dictaphone work re- 
quiring previous service in Grade 1.* 

Examples: 


Copying legal forms and notices. 

Copying technical, scientific or statistical reports and such accounting in- 
formation as requisitions, counterfoils, tax collections, schedules, recapit- 
ulations, reconciliation sheets, etc. 

Computing averages on special billing machines. 


‘Positions as Junior Typist shall be filled by men at the higher rate of $720 only when 
the location or nature of the position renders it impracticable that it should be filled by a 
woman. 

*These rates shall be applied only in the case of persons exclusively engaged in dictaphone 
work. Junior Typists (Dictaphone) may proceed by promotion to a maximum of $900 in 
Grade 2. See Grade Z 

*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 

Typist engaged in computing averages of examinations on a Moons-Hopkins machine 
in the Municipal Civil Service Commission. 

Typist engaged in typing accounting tabulations on long carriage machines in the 
Department of Finance. 

Typist (Dictaphone) in the Bureau of Fire Prevention of the Fire Department. 

“Dictaphone operators shall enter the service in Grade 1 at $720 and may proceed after 
promotion examination to a maximum of $900 in Grade 2. 


169 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, such 
qualifications as may be required by the Municipal Civil Service Commission." 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Typist: 


Range of annual compensation—$840 to $1020 inclusive. 
Salary rates—$840, $900, $960, $1020. 


Typist (Dictaphone): 


Range of annual compensation—$8&40 to $900 inclusive. 
Salary rates—$840, $900. 


GRADE 3 (CT3) 
TITLES OF POSITIONS — 


SENTORS DY PTS. 
DENTORV LY PIST. CCOMPUTING) 
DUTIES— 


Senior Typist: 

The duties of Senior Typists, which require thorough acquaintance with the 
organization and work of the department in which they occur, are to supervise a 
typewriting bureau, or to perform exceptionally difficult departmental typing and 
clerical work requiring peculiar skill and dependability not ordinarily found in 
Grade 2: 


Examples: 


Preparing the most technical and important departmental reports, indices, 
etc. 


Senior Typist (Computing): 

The specialized duties of Senior Typists (Computing), which require some 
knowledge of bookkeeping or accounting, are to operate typewriting and computing 
machines used in the city service to record and segregate accounting information. 


Examples: 
Computing, segregating and tabulating special accounting data. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 2, 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, ex- 
perience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


In open competitive examinations for positions in this grade, experience will be tested 
by examinations of greater difficulty than those set for Grade 1. 
*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Senior Typist (Computing) engaged in performing the most difficult work on Wahl 
machines in the Department of Finance. 


170 


COMPENSATION— 


Range of annual compensation—$1140 to $1380 inclusive. 
Salary rates—$1140, $1260, $1380. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be per- 


formed. 


MISCELLANEOUS CLERK GROUP 
SYMBOL (CZ) 


The term Miscellaneous Clerk Group is applied to those offices or employments of the 
Clerical Service in which incumbents are required to perform non-professional routine or 
specialized clerical work of an exceptional nature not included in the other groups of the 
Clerical Service. 


GRADE 4 (CZ 4) 
TITLES OF POSITIONS— 


RDLIOR ClbY*e RECORD) 


DUTIES— 


Editor (City Record): 

The duties of the Editor (City Record), which require a thorough knowledge 
of the laws relating to New York City advertising and of the functions and proced- 
ure of the various city departments, are to edit all copy for publication in the City 
Record and to devise methods of saving space and reducing expense in the make-up 
of the City Record, to keep statistical records of City Record copy, to keep books 
relating to advertising in newspapers other than the City Record, and to perform 
related correspondence, bookkeeping and recording work. 


QUALIFICATIONS— 


Editor (City Record): 

1. Experience as Inspector of Supplies in the City Record office, Bookkeeper in 
Grade 2 of the Bookkeeper Group, Clerk in Grade 3 of the Clerk Group, Assistant 
Municipal Examiner in Grade 1 of the Municipal Examiner Group, or in other 
work recognized by the Municipal Civil Service Commission as qualifying. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Editor (City Record): 
Range of annual compensation—$2100 to $2940 inclusive. 
Salary rates—$2100, $2280, $2460, $2700, $2940. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Editor (City Record): 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be 
performed. 


171 


INSPECTIONAL SERVICE 
SYMBOL (1). 


The term Inspectional Service is applied to those offices or employments the 
duties of whose incumbents are to observe and report on facts and conditions, or 
to supervise such observation and reporting and to take appropriate official action, 
in order to insure compliance with regulations, standards or specifications govern- 
ing public health or safety, honest trade, or the verification of work performed or 
things purchased for the city, other than observation and reporting requiring pro- 
fessional training or merely incident to police duty or to the work outlined in other 
services. 


INSPECTOR OF BUILDINGS GROUP 
(SYMBOL IB) 


The term Inspector of Buildings Group is applied to those offices or employments of 
the Inspectional Service in which incumbents are required to inspect and report on or to 
supervise and be responsible for the inspection of and reporting on the construction, altera- 
tion, maintenance and use of public and private buildings and other structures, including 
plumbing, plastering, elevators, amusement devices, etc., and steel work in buildings, bridges, 
or other structures, in order to insure compliance with the provisions of the building and 
plastering code, the labor and tenement house laws and regulations, the rules and regulations 
of the Board of Standards and Appeals and other established regulations and principles 
governing public health and safety. 


GRADE 1 (IB1) 
TITLES OF POSITIONS— 


BUILDINGAINSPEGLOR 

BUILDING INSPECTOR (ELEVATORS) 

BUILDING INSPECTOR (FIRE PREVENTION) 
BUILDING INSPECTOR (HEATING) 

BUILDING INSPECTOR: (IRON: AND STEEL) 

BUILDING INSPECTOR (CPIERS) 

BUILDING INSPECTOR (PLASTERING) 

BUILDING INSPECTOR (PLUMBINGAND SANITATION) 
BUILDING INSPECTOR (TENEMENTS) 


*Building Inspectors who have served one year in this grade are eligible for promotion 
to Plan Examiner in Grade 2 of the Draftsman Group of the Sub-professional Service. 

*The former title of Inspector of Repairs will be covered under the general title Build- 
ing Inspector, unless the inspection is of specialized repairs, in which case the proper spe- 
cialized title should be used. 


172 


DUTIES— 


Building Inspector: 


The duties of Building Inspectors are to inspect and report on construction, 
alteration or maintenance work on buildings and other structures, as to authoriza- 
tion, materials; compliance with the building code and with the regulations and 
principles of public health and safety, to make surveys of old buildings or buildings 
thought to be unsafe, to inspect and report on places of public assemblage, theatres, 
amusement devices, etc., as to their fitness to be licensed and used, and on hotels 
as to their compliance with the. provisions of the Raines Law.* 


Building Inspector (Elevators): 


The duties of Building Inspectors (Elevators) are to inspect and report on 
elevators or escalators as to their mechanism and compliance with the provisions 
of the building code and with the established principles of public safety and health. 


Building Inspector (Fire Prevention): 


The duties of Building Inspectors (Fire Prevention) are to inspect and report 
on construction, alteration, occupancy and use of buildings, factories and other 
structures as to compliance with the laws and regulations governing fire prevention, 
and to make such other inspections and investigations relating to fire prevention, 
fire risks and dangers as may be assigned by the Chief of the Bureau of Fire 
Prevention. 


Building Inspector (Heating): 
The duties of Building Inspectors (Heating) are to inspect and report on con- 
struction or alteration work on heating plants or appliances in buildings. 


Building Inspector (Iron and Steel): 


The duties of Building Inspectors (Iron and Steel) are to inspect and report on 
iron and steel construction, alteration or maintenance in order to insure compliance 
with contract specifications or with the provisions of the building code, including 
the examination of materials delivered on the site of the work and the inspection of 
and reporting on the assembling, erection, riveting, bolting and painting of all iron 
and steel structures and parts. 

Building Inspector (Piers): 

The duties of Building Inspectors (Piers) are to inspect and report on con- 
struction, alteration or maintenance work on piers, bulkheads and other waterfront 
structures in order to insure compliance with contract specifications and with the 
regulations of the Department of Docks and Ferries and to inspect and report on 


waterfront structures erected by private persons under permit from the Department 
of Docks and Ferries. 


Building Inspector (Plastering): 


The duties of Building Inspectors (Plastering) are to examine and report on 
plastering and fireproofing processes as to their compliance with the provisions of the 
plastering code and the laws of the State of New York governing plastering work. 


"The duties set forth are those at present performed by inspectors in the Bureaus of 
Buildings in the offices of the various borough presidents, and include such other inspections 
of buildings as do not require specialized knowledge of or work in particular limited phases 
of building inspection, such as plumbing, plastering, etc. In the case of such positions, a 
specialized title in brackets should be added to the group title of Building Inspector. 

It is thought that this title will also cover the work of inspectors working under the 
present titles of Inspector of Masonry and Carpentry, without adding any specialized titles 
in brackets. 


173 


Building Inspector (Plumbing and Sanitation): 


The duties of Building Inspectors (Plumbing and Sanitation) are to inspect and 
report on plumbing and general sanitation as to their compliance with the pro- 
visions of the plumbing code, tenement house regulations and the established prin- 
ciples of public health, and to make tests of plumbing, drainage and gas systems.’ 


Building Inspector (Tenements): 


The duties of Building Inspectors (Tenements) are to inspect and report on 
construction, alteration or maintenance work on tenement houses as to compliance 
with tenement house laws and regulations. 


QUALIFICATIONS’*— 
Building Inspector: 


1. Not less than five years of experience as Architect, Engineer, Mason, Car- 
penter, Plumber, Iron Worker, or Plasterer. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


Building Inspector (Elevators): 


1. Practical experience in construction and inspection of elevators. 


2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


Building Inspector (Fire Prevention): 

1. Training or experience either in general building construction work or as 
an inspector or investigator for fire underwriters, or in other work related to build- 
ing inspection and fire prevention work recognized by the Municipal Civil Service 
Commission as qualifying. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


Building Inspector (Heating): 

1. Training or experience in general building construction, including specialized 
experience in maintenance or inspection of heating plants and appliances. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


Building Inspector (Iron and Steel): 

1. Not fess than five years of experience as Architect, Engineer, or Iron 
Worker. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


Building Inspector (Piers): 
1. Practical experience in pier building. 


2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


*There is a considerable amount of similarity between some of the duties performed 
Ly these inspectors and those performed by Health Inspectors. At the present time there 
is confusion and overlapping of inspectional work. A proper line of division between the 
work of Health Inspectors and that of Tenement House or Building Inspectors is that 
Health Inspectors are inspecting for unsanitary and unhealthful conditions of food and 
sanitation not primarily due to structural defects, while Building and Tenement House 
Inspectors are inspecting for the compliance of building and equipment with laws and 
regulations governing their structure. See the Health Inspector Group of the Inspectional 
Service. 

*For the positions of Building Inspector, Building Inspector (Iron and Steel), Building 
Inspector (Plastering), and Building Inspector (Plumbing and Sanitation), the first qualifi- 
cation mentioned is a charter requirement. 


174 


Building Inspector (Plastering): 
1. Not less than ten years of experience as a journeyman in the plastering 


trade. 
2. Such additional qualifications as may be required by the Ace Civil 


Service Commission. 


Building Inspector (Plumbing and Sanitation): 
1. Not less than five years of training or experience in sanitary science or as 


journeyman in the plumbing trade. 
2. A license issued by the Examining Board of Plumbers to work as a licensed 


plumber. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

Building Inspector (Tenements) : 

1. Training or experience in general building construction, engineering or 
architectural work, sanitary work, or other work related to building sanitation recog- 
nized by the Municipal Civil Service Commission as qualifying. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$1200 to $1500 inclusive. 
Salary rates—$1200, $1260, $1320, $1380, $1440, $1500. 
SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


61200 SAAS. tee ee ee cree ame 1 year 
E260 se oe eee Ln ene 3 ee ian 
13200 ee Peas be a oe eer ee eee 1 Saks 
[SROs 'se-te th ase Lawes eee See 2 years 
1440 sophia ee ty One Cee Zee 


GRADE 2 (1B 2) 


TITLES OF POSITIONS— 


SENIOR BUILDING INSPECTOR 

SENTOR BUILDING INSPECTOR (ELEVATORS) 

SENIOR BUILDING INSPECTOR (FIRE PREVENTION) 

SENIOR. BUILDING INSPECTOR (IRON AND STEED) 

SENIOR BUILDING INSPECTOR (PLUMBING AND SANITATION) 
SENIOR BUILDING INSPECTOR (TENEMENTS) 


DUTIES— 
The duties of incumbents of these positions are to supervise the work of 
Building Inspectors in Grade 1 or to perform independently the most difficult and 
responsible technical inspections. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate expe- 
rience in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


175 


COMPENSATION— 


Range of annual compensation—$1620 to $1920 inclusive. 
Salary rates—$1620, $1740, $1920. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be per- 
formed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


GRADE 3 (1B3) 
TITLES OF POSITIONS— 

ASSISTANT CHIEF BUILDING INSPECTOR (BUREAU OF BUILDINGS, 
THE BRONX OR BROOKLYN)?* 

ASSISTANT SUPERINTENDENT (BUREAU OF BUILDINGS, QUEENS 
OR RICHMOND) 

Chin, DUIEDING INSPECTOR (CBUREAU-OF BUILDINGS, QUEENS OR 
RICHMOND)* 

CHIEF BUILDING INSPECTOR (FIRE PREVENTION)? 

CHIEF BUILDING INSPECTOR (TENEMENTS)’ 


DUTIES— 
Assistant Chief Building Inspector (Bureau of Buildings, The Bronx or 
Brooklyn) 
Assistant Superintendent (Bureau of Buildings, Queens or Richmond) 
Chief Building Inspector (Bureau of Buildings, Queens or Richmond): 

The duties of incumbents of these positions are to assist the Chief Inspector 
in the entire supervision of inspectional work in the largest Bureaus of Buildings, 
or to act as Chief Inspector and to be responsible for the supervision of all inspec- 
tional work in the smaller Bureaus of Buildings. 


Chief Building Inspector (Fire Prevention): 

The duties of Chief Building Inspectors (Fire Prevention), which involve 
supervision of a large group of Building Inspectors in Grades 1 and 2, are to be 
responsible for the inspectional work in a major division of the Bureau of Fire 
Prevention. 

Chief Building Inspector (Tenements): 

The duties of Chief Building Inspectors (Tenements) are to be responsible 
for the supervision of all inspectional work in the largest units of the Tenement 
House Department.’ 


*These positions may be filled by the appointment of an Assistant Engineer in Grade 3 
of the Engineer Group, or of an Assistant Architect in Grade 3 of the Architect Group of 
the Professional Service. 

*At the present time, there are but two examples of inspectional work of this character, 
namely, the supervision of tenement house inspection in the Boroughs of Manhattan and 
Brookfyn. 

The positions of Superintendents in the Tenement House Department are in the exempt 
class at the present time. They are appraised in Grade 4 of the Clerk Group of the Clerical 
Service. These positions should all be in the competitive class. 


176 


QUALIFICATIONS— 


1. Such qualifications as are set forth in the Charter of the City of New York. 

2. The minimum qualifications prescribed for Grade 2. 

3. If appointed by promotion, not less than two years of appropriate expe- 
rience in Grade 2, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 2. 

4. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Assistant Chief Building Inspector (Bureau of Buildings, The Bronx or 
Brooklyn) 


Assistant Superintendent (Bureau of Buildings, Queens or Richmond) 


& 


Chief Building Inspector (Bureau of Buildings, Queens or Richmond), Chief 
Building Inspector (Tenements): 


Range of annual compensation—$2100 to $2940 inclusive. 
Salary rates—$2100, $2280, $2460, $2700, $2940. 
Chief Building Inspector (Fire Prevention, Manhattan, The Bronx and 
Richmond): 
Range of annual compensation—$2100 to $2700 inclusive. 
Salary rates—$2100, $2280, $2460, $2700. | 
Chief Building Inspector (Fire Prevention, Brooklyn and Queens): 
Annual compensation—$2100. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Assistant Chief Building Inspector (Bureau of Buildings, The Bronx or 
Brooklyn) 


Assistant Superintendent (Bureau of Buildings, Queens or Richmond) 
Chief Building Inspector (Bureau of Buildings, Queens or Richmond): 
Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
tipon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be per- 
formed. 
Chief Building Inspector (Fire Prevention): 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Assistant Chief Building Inspector (Bureau of Buildings, The Bronx or 
Brooklyn) 

Assistant Superintendent (Bureau of Buildings, Queens or Richmond) 

Chief Building Inspector (Bureau of Buildings, Queens or Richmond) 

Chief Building Inspector (Tenements): 


$2100 Se eee ee conan nee eee 1 year 
2280 Soi welt ses 50 Dee eee eee ene Le j 
LAGO "ite sas Sates soe a neiasle ee ee 2 years 


177 


Chief Building Inspector (Fire Prevention): 


erate thc ds sO eey Wee EO 1 year 
DESPRE ero rae Oe eee ee eat Aa Le 
fe UMN a an TE Bean Re Pree SPO Pe 2 years 


GRADE 4 (IB4) 


TITLES OF POSITIONS— 


ASSISTANT CHIEF (BUREAU OF FIRE PREVENTION)! 

ASSISTANT SUPERINTENDENT (BUREAU OF BUILDINGS, MANHAT- 
TAN, THE BRONX OR BROOKLYN) 

CHIEF BUILDING INSPECTOR (BUREAU OF BUILDINGS, MANHATTAN, 
THE BRONX OR BROOKLYN)? 

SUPERINTENDENT (BUREAU OF BUILDINGS, QUEENS OR RICH- 
MOND)? 


DUTIES— 


Assistant Chief (Bureau of Fire Prevention): 


The duties of Assistant Chiefs (Bureau of Fire Prevention) are to assist the 
Chief in the entire administration of the Bureau of Fire Prevention. 


Assistant Superintendent (Bureau of Buildings, Manhattan, The Bronx or 
Brooklyn) 


Chief Building Inspector (Bureau of Buildings, Manhattan, The Bronx or 
Brooklyn) 
Superintendent (Bureau of Buildings, Queens or Richmond): 
The duties of incumbents of these positions are to be responsible for all in- 
spectional work in the smaller Bureaus of Buildings or to assist the Superintendents 
of the larger Bureaus of Buildings in the entire administration of these Bureaus. 


QUALIFICATIONS— 


1. Such qualifications as are set forth in the Charter of the City of New York. 

2. The minimum qualifications prescribed for Grade 3. 

3. If appointed by promotion, not less than one year of appropriate experience 
in Grade 3, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 3. 

4. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Assistant Chief (Bureau of Fire Prevention): 
Range of annual compensation—$3180 to $3660 inclusive. 
Salary rates—$3180, $3420, $3660. 


Assistant Superintendent (Bureau of Buildings, Manhattan, The Bronx or 
Brooklyn) 
Chief Building Inspector (Bureau of Buildings, Manhattan, The Bronx or 
Brooklyn) 
Superintendent (Bureau of Buildings, Queens or Richmond): 
Range of annual compensation—$3180 to $4260 inclusive. 
Salary rates—$3180, $3420, $3660, $3960, $4260. 


*The present titles of the incumbents of this position are Deputy Chief of the Bureau 
and Chief Inspector. 

°This position may be filled by the appointment of a Senior Assistant Engineer in Grade 
4 of the Engineer Group or of an Architect in Grade 4 of the Architect Group of the 
Professional Service. 

*At present these positions are in the exempt class. 


178 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Assistant Superintendent (Bureau of Buildings, Manhattan, The Bronx or 
Brooklyn) 

Chief Building Inspector (Bureau of Buildings, Manhattan, The Bronx or 
Brooklyn) 

Superintendent (Bureau of Buildings, Queens or Richmond): 

Persons entering this grade need not necessarily begin at the lowest rate. Fixa- 
tion of the initial salary rate and advancement within this grade are conditional upon 
appraisal under the rules of the Board of Estimate and Apportionment, indicating 
that the rate requested does not exceed the value of the work to be performed. 


GRADE 5 (1B5) 


TITLES OF POSITIONS— . 
SUPERINTENDENT (BUREAU OF BUILDINGS, MANHATTAN, THE 
BRONX OR BROOKLYN)? 
CHIEF (BUREAU OF FIRE PREVENTION) . 


DUTIES— 


Superintendent (Bureau of Buildings, Manhattan, The Bronx or Brooklyn): 

The duties of the Superintendent (Bureau of Buildings, Manhattan, The Bronx 
or Brooklyn) are to be responsible for the entire administration of the largest 
Bureaus of Buildings. 


Chief (Bureau of Fire Prevention): 
The duties of the Chief (Bureau of Fire Prevention) are to be responsible to the 
Fire Commissioner for the entire administration of the Bureau of Fire Prevention. 


QUALIFICATIONS— 

1. Such qualifications as are set forth in the Charter of the City of New York. 

2. The minimum qualifications prescribed for Grade 4. 

3. If appointed by promotion, not less than one year of appropriate experience 
in Grade 4, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 4. 

4. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Superintendent (Bureau of Buildings, Manhattan, The Bronx or Brooklyn): 
Range of annual compensation—$4560 to $6120 inclusive. 
Salary rates—$4560, $4860, $5280, $5700, $6120. 
Chief (Bureau of Fire Prevention): 


Range of annual compensation—$4560 to $5280 inclusive. _ 
Salary rates—$4560, $4860, $5280. 


GRADE 6 (IB6) 
TITLES OF POSITIONS— 
CHAIRMAN (BOARD OF STANDARDS AND APPEALS) 
MEMBER (BOARD OF STANDARDS AND APPEALS) 
DUTIES— 


Chairman (Board of Standards and Appeals): 

The duties of the Chairman (Board of Standards and Appeals), which include 
supervision of the detailed work of the office, are to act as executive and adminis- 
trative head of the Board of Standards and Appeals. 


*At present this position is in the exempt class. 


179 


Member (Board of Standards and Appeals): 

The duties of Members (Board of Standards and Appeals) are as members of 
the Board of Standards to test building materials for approval, to make, amend and 
repeal rules and regulations for the purpose of carrying into effect laws and ordi- 
nances relating to building construction and alteration, with the exception of laws 
and ordinances relating to tenement houses; as Members of the Board of Appeals, 
to hear appeals from rules, orders and decisions of the Superintendent of Buildings 
and the Fire Commissioner and to make such inspections and investigations as may 
be required in the performance of the above duties. 


QUALIFICATIONS’ — 


1. In the case of three Members, other than the Chairman, 10 years of expe- 
rience as an architect, 10 years of experience as a structural engineer, and 10 years 
of practical experience as a builder, respectively; and in the case of the Chairman, 
15 years of experience as an architect or structural engineer. 

2. Ability to discharge the duties of the position satisfactory to the appointing 
officer. 


COMPENSATION— 
Chairman (Board of Standards and Appeals): 


Range of annual compensation—$7/200 to $8400 inclusive. 
Salary rates—$7200, $7800, $8400. 


Member (Board of Standards and Appeals): 


$10 for each session and for each inspection or investigation. 


INSPECTOR OF COMBUSTIBLES AND BLASTING GROUP 
SYMBOL (IC) 


The term Inspector of Combustibles and Blasting Group is applied to those offices or 


employments of the Inspectional Service in which incumbents are required to make inspec- 
tion, to make recommendations as to the issuance of permits and to enforce rules and regula- 
tions relative to the manufacture, storage, sale, use and transportation of combustibles and 
explosives, or to supervise such work. 


GRADE I (ICI) 


TITLES OF POSITIONS— 


INSPECTOR VORSCOMBUSTIBEES 
INSPECTOR OF@ BLASTING 


DUTIES— 
Inspector of Combustibles: : 


The duties of Inspectors of Combustibles are to inspect and report on the 
premises where explosives, chemicals and combustibles are manufactured, stored, 
sold or used, to make recommendations as to the issuance of permits for the use 
of combustibles and explosives, to examine plans of buildings where combustibles 
and explosives are kept, especially their mechanical protective appliances, and other 
premises of extraordinary fire hazard. 


Inspector of Blasting: 


The duties of Inspectors of Blasting are to make all inspections and to enforce 
all rules and regulations relative to the storage, sale, use and transportation of ex- 
plosives used in blasting’ operations. 


180 


QUALIFICATIONS— 


Inspector of Combustibles: : 

1. Experience in the technical use or inspection of combustibles, such as expe- 
rience in a chemical laboratory or in a drug or explosives factory, or other experience 
recognized by the Municipal Civil Service Commission as qualifying. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


Inspector of Blasting: 

1. Experience in blasting and in the handling of explosives. 

2. Training or experience as a mining engineer. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

The minimum qualifications shall consist of 1 and 3 or 2 and 3. 


COMPENSATION— 


Range of annual compensation—$1200 to $1500 inclusive. 
Salary rates—$1200, $1260, $1320, $1380, $1440, $1500. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


SI2Z2008 Ste a nee ceo ee eee ee ee 1 year 
LT ZO) See Ble, een gee a ee Berk 
LSZO igs otinmrret ates > eae eee ee ee 15s 
LSBO vite een cee ie ete ee ree eee 2 years 
L440 Gosden ee cee etter rae oe 


GRADE 2 (IC2) 


TITLES OF POSITIONS— 


SENIOR INSPECTORTORSCOMBPUSTIBELS 
SENIOR INSPECTORSOR BLASTING 


DUTIES— 


The duties of incumbents of these positions are to supervise and be responsible 
for a group of inspectors in Grade 1, or to be responsible for a small division of © 
inspectional work, or to perform independently the most difficult and responsible 
technical inspections. 


QUALIFICATIONS— 


1. ‘Vhe minimum qualifications prescribed for Grade 1. 

2. lf appointed by promotion, not less than two years of appropriate expe- 
rience in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$1620 to $1920 inclusive. 
Salary rates—$1620, $1740, $1920. 

SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be 
performed. 


181 


SPECIAL CONDITICN GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 
SKY re emia A, od th a ee ee 1 year 


GRADE 3 (I1C3) 


TITLES OF POSITIONS— 
GHIbP INSPECTOR OH “COMBUSTIBLES AND: BLASTING 


DUTIES— 


The duties of the incumbent of this position are to act as head of a division or 
bureau for the inspection of combustibles and blasting. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Manhattan, The Bronx and Richmond: 
Range of annual compensation—$2460 to $3420 inclusive. 
Salary rates—$2460, $2700, $2940, $3180, $3420. 
Brooklyn and Queens: 


Range of annual compensation—$2100 to $2460 inclusive. 
Salary rates—$2100, $2280, $2460. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Persons entering this grade need not necessarily begin at the lowest rate. Fix- 
ation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
dicating that the rate requested does not exceed the value of the work to be per- 
formed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30). 


Manhattan, The Bronx and Richmond: 


aia 160) Seoiye F Cpe aS ene, Serer OG ee aera i 1 year 

BRO MeN me ae Ch atest een thee. oft 2 years 

POA Sal visicee soz si atete ar Seoul akin & Gees Dies 

OECD Sedna Poi en Pe cee mary eK ect ree fee 
Brooklyn and Queens: 

2 LOY et ees in MR ca nies MMe ETE nies s 1 year 

AE AR re UT Guat a Pcie erat ern 2 years 


‘This position may also be filled by the appointment of an Assistant Engineer in Grade 3 
of the Engineer Group of the Professional Service. In this case it might be necessary to 
add in that grade a specialized title of Assistant Engineer (Combustibles). 


182 


INSPECTOR OF ELECTRICITY GROUP 
SYMBOL (I E) 


The term Inspector of Electricity Group is applied to those offices or employments of 
the Inspectional Service in which incumbents are required to inspect and report on or to 
supervise and be responsible for the inspection of and reporting on electrical repairs and 
supplies and the proper installation, maintenance, use and service of electrical equipment. 


GRADE I (IE1) 


TITLES OF POSITIONS’ — 


INSPEGTOR Ob@ELUGERIGIIY. 
DUTIES— 


The duties of Inspectors of Electricity are to inspect and report on electrical 
repairs and supplies and the proper installation and maintenance of electrical equip- 
ment in city buildings or streets, to inspect electrical installations in buildings and 
places other than those owned by the city in order to insure compliance with the 
provisions of the electrical code, and to inspect overhead and underground electrical 
conductors in order to insure conformity with the provisions of franchises granted 
by the city, and in the case of conductors installed by the city, to insure conformity 
with contract specifications. 


Examples: 


Making inspections of electrical installations in private buildings or of 
installations of plants in public buildings in order to insure conformity 
with contract specifications. 

Making routine inspections of maintenance and repair. 

Making inspections of installations of the new fire alarm system or in- 
specting maintenance on the old system. 


QUALIFICATIONS— 


1. Experience as an electrician or other experience recognized by the Municipal 
Civil Service Commission as qualifying. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$1200 to $1500 inclusive. 
Salary rates—$1200, $1260, $1320, $1380, $1440, $1500.° 


Assigned on outage work: 


Annual compensation—$1200. 


‘The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Inspector of Electricity engaged in inspecting fire alarm boxes in the Fire Alarm 
Bureau of the Fire Department. 
*These positions may also be filled by the appointment of an Engineering Assistant in 
Grade 1 or a Junior Engineer in Grade 2 of the Engineer Group of the Professional Service. 
*In private employment, inspectors performing independently difficult technical electrical 
inspections are paid a slightly higher rate than the maximum for this grade. Provision for 
a limited number of such positions is made in the following grade. See specifications for 
Grade 2. 


183 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


NEELO UES A A pe ren Aree Le ae 1 year 
LAGU Rate Care oa ee Me oat thee, See 1 fee 
VEZ Pee ens fart eee re thas oe ates hr, 
DBO Ree ye tpteerie siame etald Bay Les teen ant 2 years 
PAGO Soret cae Teen eet tie eee. ou ws 


GRADE 2 (IE2) 


TITLES OF POSITIONS— 
SENG RUN SEE ORS Or RUEBRCTRICIT ye 


DUTIES— . 

The duties of Senior Inspectors of Electricity are to supervise and be re- 
sponsible for a group of Inspectors of Electricity in Grade 1, or to be responsible 
for less important divisions of electrical inspection in the smaller boroughs, or to 
perform independently the most difficult and responsible technical inspections.’ 


Examples: 

Directing field inspections. 

Revising inspectors’ reports and preparing constructive criticisms for 
superiors. ; 

Arbitrating disputes between contractors, citizens and inspectors. 

Making inspections and conducting tests of important electrical machines 
and plants. 

Supervising the examination of and granting of licenses to moving picture 
operators. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate expe- 
rience in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$1620 to $1920 inclusive. 
Salary rates—$1620, $1740, $1920. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious, 
service required at each rate before advancement to the next rate. See also page 30. 


Ga SOR el curing Rd ER ENR ER tp 3h 1 year 


‘These positions may also be filled by the appointment of a Junior Engineer at the higher 
rates in Grade 2 of the Engineer Group of the Professional Service. 

*Tt is the intention to provide in this grade for a small number of particularly skilled 
and experienced Senior Inspectors of Electricity to perform the most difficult independent 
work. The inspectors in Grade 1 may therefore look forward to promotion to a limited 
number of positions in Grade 2 which are not supervisory. 


184 


GRADE 3 (IE3) 
TITLES OF POSITIONS’ — 
CHIEF INSPECTOR) OF ELECTRICIEN: 
DUTIES— 

The duties of incumbents of these positions are to supervise and be responsible 
for the largest divisions of inspection of electricity and lighting involving the 
supervision of electrical inspection, testing or maintenance, or the preparation, 
analysis and criticism of estimates and specifications and other related work. 

QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$2100 to $2940 inclusive. 
Salary rates—$2100, $2280, $2460, $2700, $2940. 
SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


$2 LOG re es we see ei eee 1 year 
COB Sees vaceayek « Cat ae ake ee eaters acne 1 ake 
Oe oO eae ates, eestirn acest ys MN ENTE an oy 2 years 
ZIOD OF is Bead ints a el See eee 2 


HEALTH INSPECTOR GROUP 
eh GG 1O)5 (Obes) 


The term Health Inspector Group is applied to those offices or employments of the 
Inspectional Service in which incumbents are required to perform services in the inspection 
of conditions of sanitation and hygiene affecting the public health, and in the prevention, 
correction and abatement of such conditions or practices as may be dangerous to public 
health or in violation of the laws of the State of New York, the ordinances of the City 


of New York, or the regulations of the Department of Health, or to supervise or direct this 
work. 


GRADE 1 (1H1) 


TITLES OF POSITIONS— 
HEALTH INSPECTOR? 
HEALTH INSPECTOR (DRUGS) 
HEALTH INSPECTOR (FOOD) 
HEALTH INSPECTOR (MILK) | 
HEALTH INSPECTOR (SANITATION) 


‘The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 

Chief Inspector of Electricity in charge of outage work in all boroughs. 

*In the future, positions in this grade should be filled by the appointment of Assistant 
Electrical Engineers in Grade 3 of the Engineer Group of the Professional Service. Senior 
Inspectors in Grade 2, in order to advance beyond their grade, should be required to pass 
promotional examinations to positions as Assistant Electrical Engineer. 

‘It is intended in the future to fill positions in this grade, as far as possible, only under 
the general title Health Inspector. The specialized titles, Health Inspector (Milk), etc, 
are intended to cover mainly the present incumbents who are not prepared to enter the 
whole field of public health inspection. 


185 


DUTIES’ — 
Health Inspector: 


The duties of Health Inspectors are to perform under supervision definite 
details of work in the inspection of conditions of sanitation and hygiene affecting 
the public health, and in the reporting, prevention, correction and abatement of such 
conditions or practices as may be dangerous to public health or in violation of the 
laws of the State of New York, the ordinances of the City of New York, or the 
regulations of the Department of Health. 


Examples: 

Making routine inspection and investigating complaints relative to the 
sanitation of dwellings, stables, factories, work-shops, stores, mercan- 
tile establishments and other buildings or places. 

Making routine inspection of foods and drugs. 

Procuring samples of food for analysis. 

Investigating complaints relative to the production, manufacture, storage, 
handling and sale of foods and drugs. 

Making inspections of and scoring dairies, pasteurizing plants, wholesale 
food establishments and food manufacturing plants. 

Performing specialized work relative to the inspection and regulation of 
offensive trades, such as glue-making, or relative to the prevention of 
smoke, fly, mosquito or other nuisances. 


Health Inspector (Drugs): 


The duties of Health Inspectors (Drugs) are to make routine inspections of 
drugs, to investigate complaints relative to the production, manufacture, storage, 
handling and sale of drugs, and to report, prevent, correct and abate such condi- 
tions or practices as may be dangerous to public health or in violation of the laws 
of the State of New York, the ordinances of the City of New York, or the regula- 
tions of the Department of Health. 


Health Inspector (Food): 

The duties of Health Inspectors (Food) are to make routine inspections of 
foods, wholesale and retail food establishments, food manufacturing plants and 
slaughter houses, to procure samples of food for analysis, to investigate complaints 
relative to the production, manufacture, storage, handling and sale of foods, and 
to report, prevent, correct and abate such conditions or practices as may be danger- 
ous to public health or in violation of the laws of the State of New York, the ordi- 
nances of the City of New York, or the regulations of the Department of Health. 


Health Inspector (Milk): 

The duties of Health Inspectors (Milk) are to make inspections of and score 
dairies, pasteurizing plants and places where milk is stored, handled or sold, to 
investigate complaints and to report, prevent, correct and abate such conditions or 
practices as may be dangerous to public health or in violation of the laws of the 
State of New York, the ordinances of the City of New York, or the regulations of 
the Department of Health. 


1For inspection of tenement houses, see the Inspector of Buildings Group of the In- 
spectional Service. 

For departmental inspection of foods or inspection for audit by the Finance Department, 
see the Inspector of Supplies Group and the Miscellaneous Inspector Group of the Inspec- 
tional Service. 

For inspection of plumbing and general sanitation see Building Inspector (Plumbing and 
Sanitation) in Grade 1 of the Inspector of Buildings Group. 


186 


Health Inspector (Sanitation): 

The duties of Health Inspectors (Sanitation) are to make routine inspections 
and investigate complaints relative to the sanitation of dwellings, stables, factories, 
work-shops, stores, mercantile establishments, lodging-houses, bath-houses and other 
buildings or places and to report, prevent, correct and abate such conditions or 
practices as may be dangerous to public health or in violation of the laws of the 
State of New York, the ordinances of the City of New York, or the regulations 
of the Department of Health. 


QUALIFICATIONS’ — 
1. Such qualifications as may be required by the Municipal Civil Service Com- 
mission. 
COMPENSATION— 
Range of annual compensation for full-time service—$1200 to $1500 inclusive. | 
Salary rates—$1200, $1260, $1320, $1380, $1440, $1500. 
SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


C1200 de cents s.r ice teenie Gee eee 1 year 
E260) Pita) acid sha ts hie cat Meats ane ears if 
LS ZO Sic ras Mink eee neee oan ree ree Lie 
1 OO ie rae nso 5 aha. Gare nie eee ee 2 years 
TAA 2 ae te aos ane tee eee eee ee Zo 


GRADE 2 (1H 2) 


TITLES OF POSITIONS— 


SENIOR HEALTH INSPECTOR 

DENIORS HEALTH INSPECTOR (FOOD) 
SENIOR HEALTH JNSPECTOR. (MILK) 
SENIORY HEALTH. INSPECTOR, (SBANEVA TION, 


DUTIES’*— 
Senior Health Inspector: 


The duties of Senior Health Inspectors are to supervise the work of groups or 
squads of Health Inspectors in Grade 1, or to perform independently the most 
difficult and responsible investigations requiring specialized knowledge of hygiene, 
sanitation and food manufacture or production. 


*There are few persons qualified by training for the specific kind of work required of a 
Health Inspector. General business experience in the handling or sale of food, milk or 
drugs is a logical but not in practice a satisfactory preparation for health inspection in the 
city service. On the other hand, it is often preferable to recruit for this work young men 
who have had a good general education and are alert and honest, who have had no expe- 
rience in this specialized kind of work but who can easily be trained to become first class 
Inspectors. It is therefore recommended that the Municipal Civil Service Commission 
require either specialized training relating to health inspection or a High School or college 
education and possibly some general business experience. It is strongly recommended that 
the more important positions in this grade be filled by Junior Chemists, Pharmacists and 
Veterinarians. 

*See also Grades 1 and 2 of the Chemist and Physicist Group, Grades 2 and 3 of the 
Pharmacist Group and Grade 1 of the Veterinarian Group of the Professional Service. 


187 


Senior Health Inspector (Food): 

The duties of Senior Health Inspectors (Food) are to supervise the work of 
groups or squads of Health Inspectors (Food) in Grade 1, or to perform independ- 
ently the most difficult and responsible investigations requiring specialized knowledge 
of food manufacture or production. 


Senior Health Inspector (Milk): 

The duties of Senior Health Inspectors (Milk) are to supervise the work of 
groups or squads of Health Inspectors (Milk) in Grade 1, or to perform independ- 
ently the most difficult and responsible investigations requiring specialized knowledge 
of the production and handling of milk and the process of pasteurization. 


Senior Health Inspector (Sanitation) : 

The duties of Senior Health Inspectors (Sanitation) are to supervise the work 
of groups or squads of Health Inspectors (Sanitation) in Grade 1, or to perform 
independently the most difficult and responsible investigations requiring specialized 
knowledge of sanitation. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade l. 
2. If appointed by promotion, not less than two years of appropriate expe- 
rience in Grade 1, or ii appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 


Service Commission. 


COMPENSATION— 
Range of annual compensation for full-time service—$1620 to $1920 inclusive. 
Salary rates—$1620, $1740, $1920. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be per- 
formed. | 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Gh ie ae eae wa OE ts corte ale clovae a a/steie Tivear 
LAM tee ve whe ee Geen accor cla Gad oes atts tort 2 years 


GRADE 3 (I1H3) 


TITLES OF POSITIONS— 
CHIEF HEALTH-INSPECTOR (FOOD) 
GHIER HEALTH: INSPECTOR. (SANITATION) 


DUTIES '— 
The duties of incumbents of these positions are to supervise the work of a 
division within the Bureau of Food Inspection or the Bureau of Sanitary Inspection 
of the Department of Health. 


1See also Grade 3 of the Chemist and Physicist Group and Grade 2 of the Veterinarian 


Group of the Professional Service. 


188 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civi! 


Service Commission. 


COMPENSATION— 
Range of annual compensation for full-time service—$2100 to $2700 inclusive. 
Salary rates—$2100, $2280, $2460, $2700. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


S200 ea Siar siete anit e tk Oe en ee  eee te 1 year 
ZLEQ Oe ee te tn ae ae see Laer 
ZAOUES Bey eee AE ee nee ee eee 2 years 


GRADE 4 (IH 4) 


TITLES OF POSITIONS— 


ASSISTANT HEALTH, DIRECTOR (BUREAU OP FOODUNSPECTION) 
ASSISTANT HEALTH DIRECTOR (BUREAU OF SANITARY INSPHUIION) 


DUTIES— 

The duties of incumbents of these positions, which require a high degree of 
executive ability and specialized knowledge of public health work, are to act as as- 
sistant to the Director of the Bureau of Food Inspection or the Director of the 
Bureau of Sanitary Inspection of the Department of Health and to perform the 
duties of that director in his absence. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 3, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 3. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$2940 to $3420 inclusive. 
Salary rates—$2940, $3180, $3420. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be per- 
formed. 


189 


GRADE 5 (IH5) 


TITLES OF POSITIONS— 
HEALTH DIRECTOR=(FOOD INSPECTION) 


DUTIES— 

The duties of the incumbent of this position, which require the highest degree 
of executive ability and specialized knowledge of public health work, are to direct 
and assume complete responsibility for the work of the Bureau of Food Inspection 
of the Department of Health.’ 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 4. 

2. If appointed by promotion, not less than two years of appropriate expe- 
rience in Grade 4, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 4. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation for full-time service—$5100 to $5940 inclusive. 
Salary rates—$5100, $5520, $5940. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be per- 
formed. 


INSPECTOR OF LICENSES GROUP _ 
SY MBOLCIOL) 


The term Inspector of Licenses Group is applied to those offices or employments of the 
Inspectional Service in which incumbents are required to observe and report or to supervise 
the observation and reporting of facts necessary to official action in connection with the issu- 
ing and revoking of or operation under licenses granted by the Department of Licenses, to 
conduct trials relative to the violation of license regulations and to render judgment thereon. 


GRADE 1 (IL 1) 
TITLES OF POSITIONS— 


INSPECTOR FOF (LICENSES 
INSPECTOR OR LICENSED VEHICLES 
DUTIES— 


Inspector of Licenses: 

The duties of Inspectors of Licenses are to investigate application for, operation 
under and revoking of all licenses issued by the Department of Licenses other than . 
those pertaining to vehicles and to collect and report facts necessary to official action 
thereon, to summon persons operating without licenses or violating regulations and 
to appear against them at hearings or in court. 


‘For the position of Health Director (Sanitary Superintendent) at the head of the 
Bureau of Sanitary Inspection, see Grade 6 of the Physician Group of the Professional 
Service. 


190 


Examples: 
Inspecting relative to the terms of licenses for employment agencies, moving 
picture theatres, vendors’ stands, etc. | 
Investigating and reporting on complaints regarding employment agencies, 


moving picture theatres, vendors’ stands, etc. 
Inspector of Licensed Vehicles: 


The duties of Inspectors of Licensed Vehicles are to investigate application for, 
operation under and revoking of all licenses issued by the Department of Licenses 
pertaining to vehicles and to collect and report facts necessary to official action 
thereon, to summon persons operating without licenses or violating regulations and 
to appear against them at hearings or in court. 


Examples: 
Inspecting relative to the terms of licenses for taxicabs, hacks, etc. 
Investigating and reporting on complaints regarding taxicabs, hacks, etc. 
QUALIFICATIONS'— 


1. Training or experience recognized by the Municipal Civil Service Commis- 
sion as qualifying for this work. 


2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 
COMPENSATION— 
Range of annual compensation—$1200 to $1500 inclusive. 
Salary rates—$1200, $1260, $1320, $1380, $1440, $1500. 
SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


SIZ00 Ce etter ee ene eee ter aa eee 1 year 
LOD. crater estes Pa eer ee eee as 
4320 listen dept eee ee ies 
1350 akin The caer antae Oe eee 2 years 
VAAO a eee tise sedate ty hee a Pate Dive 


GRADE 2 (IL 2) 
TITLES OF POSITIONS — 
SENIORUINS PEC PORWOR Si CEN S Ep 


‘There are few persons qualified by training for the specific kind of work required of 
an Inspector of Licenses or an Inspector of Licensed Vehicles. General investigational or 
detective work is a logical preparation for license inspection in-the city service. On the 
other hand, it is often preferable to recruit for this work young men who have had a good 
general education and are alert and honest, who have had no experience in this specialized 
kind of work, but who can easily be trained to become first class inspectors. It is therefore 
recommended that the Municipal Civil Service Commission require either specialized training 
relating to the inspection of licenses or a High School or college education and possibly some 
general business experience. 

*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 


Senior Inspector of Licenses engaged in timing, testing and sealing taximeters in the 
laboratory of the Bureau of Weights and Measures. 


19] 


DUTIES— 

The duties of incumbents of these positions are to supervise the work of In- 
spectors in Grade 1, to make assignments and to receive and pass upon reports of 
violations, complaints, and the issuing or revoking of licenses, or to perform inde- 
pendently the most difficult and responsible inspections requiring a high order of 
specialized knowledge and judgment. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate expe- 
rience in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$1620 to $1920 inclusive 
Salary rates—$1620, $1740, $1920. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


GRADE 3 (IL3) 


TITLES OF POSITIONS— 

Cibo se ee LORDODeLIGENS ES: 

CHIE WINSERCTOR OP -EICHNSED: VEHICLES 
DUTIES— 

The duties of incumbents of these positions are to supervise the work of an 
important division in the Department of Licenses of which there is no deputy com- 
missioner in immediate charge, to conduct trials relative to the violation of license 
regulations and to render judgments thereon. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Chief Inspector of Licenses: 


Range of annual compensation—$2100 to $2700 inclusive. 
Salary rates—$2100, $2280, $2460, $2700. 


‘At the present time there is but one incumbent of this position, namely, the Chief 
Inspector in charge of the Brooklyn office. 


192 


Chief Inspector of Licensed Vehicles: 

Range of annual compensation—$2280 to $3180 inclusive. 

Salary rates—$2280, $2460, $2700, $2940, $3180. 

SPECIAL REGULATION GOVERNING CCMPENSATION— 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 

SPECIAL CONDITION GOVERNING ADVANCEMENT— 

The following table indicates the minimum number of years of meritorious 

service required at each rate before advancement to the next rate. See also page 30. 


Chief Inspector of Licenses: 


Siz LOO tists hie eo aarti Nai ots eee ee ieveat 

PISO ta aan tie atta tod oe ae a Ons Lee 

CAGD Iie tran th atts we Per eee 2 years 
Chief Inspector of Licensed Vehicles: 

bartels Fae Meta is ena A Ment Ae om 9 Be 1 year 

2400 32 ie Rees RL Oh. Oe eee bier 

27 OD aan he Ha Eee en eee 2 years 


INSPECTOR OF METERS GROUP 
SYMBOL (IT) 


The term Inspector of Meters Group is applied to those offices or employments of the 
Inspectional Service in which incumbents are required to read, test and report on conditions 
of water meters and their installation, to make surveys of buildings for water consuming 
installation, to be in attendance when connections are made between city and service mains 
and between city mains and buildings, to locate and prevent leaks and waste of water, or to 
supervise such work. 


GRADE 1 (IT1) 


TITLES OF POSITIONS— 
INSPECTOR-OF UMELTERS 
DUTIES— 


The duties of incumbents of these positions are to read, test and report on con- 
ditions of water meters and their installation, to make surveys of buildings for water 
consuming installation, to be in attendance when connections are made between city 
and service mains and between city mains and buildings and to locate and prevent 
leaks and waste of water. 

QUALIFICATIONS— 


1. Such qualifications as may be required by the Municipal Civil Service Com- 
mission. 


COMPENSATION— 


Range of annual compensation—$1020 to $1200 inclusive. 
Salary rates—$1020, $1080, $1140, $1200. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


SLOZO. oo saws 5 ba ve vk coe ce eee el Vear 
LOB oe. 5 86 Gk sc ee 2 years 
1140 aes ce odes Soe be ee fates 


193 


GRADE? (1-12) 
TITLES OF POSITIONS— 


SENIOR INSPECTOR OF METERS 
DUTIES— 
The duties of incumbents of these positions are to supervise a group of Inspecs 


tors of Meters in Grade 1 and to perform independently the most difficult and 
responsible inspections. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate expe- 
rience in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

COMPENSATION— 

Range of annual compensation—$1320 to $1560 inclusive. 

Salary rates—$1320, $1440, $1560. 

SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


GRADE 8 (IT3) 
TITLES OF POSITIONS— 


CHIEF INSPECTOR OF METERS 
DUTIES— 


The duties of incumbents of these positions, which involve supervision of 
employes in Grades 1 and 2 and of other employes, are to supervise and be re- 
sponsible for the work of the largest divisions of meter inspection.’ 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate expe- 
rience in Grade 2, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$1680 to $2340 inclusive. 
Salary rates—$1680, $1800, $1980, $2160, $2340. 
SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. Fixa- 
tion of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


*At the present time there are but two examples of inspectional work of this character, 
namely the supervision of meter inspection in the Boroughs of Manhattan and Brooklyn. 


194 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


$1680 Lik «sWiew ee ne cane cece aera 1 year 
1800 252% sah iwc ee oleae ec ee ae | Se» 
TOS: oe ccdm dha disease ae 2 years 
ZLGO sc -cuiets ge ae ee ea eae eastern ck 


INSPECTOR OF PUBLIC WORKS GROUP 
SYMBOL (IP) 


The term Inspector of Public Works Group is applied to those offices or employments 
of the Inspectional Service in which incumbents are required to inspect and to report on 
construction or maintenance work other than that connected with buildings, to report on 
traffic and street conditions and the occupancy and use of city property for construction 
and other purposes, to report on water pressure and water waste or to supervise such work. 


GRADE 1 (IP 1) 


TITLES OF POSITIONS’ — 


INSPECTOR OF PUBLIC WORKS?’ 

INSPECTOR OF PUBLIC WORKS (DREDGING)? 
INSPECTOR OF PUBLIC WORKS (HIGHWAYS)? 
INSPECTOR OF PUBLIC WORKS (SEWERS)? 
INSPECTOR OF PUBLIC WORKS (WATER MAINS)? 


*The new title of Inspector of Public Works (Highways) includes the old titles of 
Inspectors of Encumbrances, Complaints, Regulating Grading and Paving, Street Openings, 
Vaults, etc. 

The new title of Inspector of Public Works (Sewers) includes the old titles of Inspect- 
ors of Sewers, Sewers and Basins, Sewer Construction, Sewer Connections, etc. 

The new title of Inspector of Public Works (Water Mains) includes the old titles of 
Inspectors of Pipe Laying, Pipe Laying Pipes and Hydrants, etc. 

It is recommended that the Municipal Civil Service Commission hold a single exam- 
ination for all positions in this grade as Inspector of Public Works. Candidates should be 
required to state in their experience papers the particular position or positions for which 
they wish to qualify. The experience ratings may be given in accordance with these 
statements. The mental examination should include a number of questions common to all 
positions, followed by groups of specialized questions on highways, sewers and masonry, 
water mains, etc. In order to qualify under one or more of the four specialized titles, 
candidates should be required to pass an examination on the appropriate group of special- 
ized questions. In order to qualify under the general title of Inspector of Public Works, 
candidates should be required to select a stated number of questions from each one of the 
specialized groups. Such an examination would result in the certification of a number 
of eligible lists under specialized titles where these are required. 

“The work outlined in this grade need not necessarily be performed by Inspectors of 
Public Works. It may also be performed by Engineering Assistants acting as apprentices 
and by Junior Engineers in Grades 1 and 2 of the Engineer Group of the Professional 
Service. 

Inspectors of Public Works who have served one year in this grade are eligible for 
promotion to Plan Examiner in Grade 2 of the Draftsman Group of the Subprofessional 
Service. 


195 


DUTIES— 


Inspector of Public Works: 


The duties of Inspectors of Public Works, which require a general knowledge 
of the duties of all the specialized inspectorships above mentioned, are to perform 
under assignment general inspectional and utility work covering the whole field of 
public works excepting meters and water consumption. 


Inspector of Public Works (Dredging): 


The duties of Inspectors of Public Works (Dredging) are to be in attendance 

-on dredging or waterfront work in order to insure its performance in accordance 

with contract specifications or orders, to direct the location of dredges, to take 

soundings, to. keep notes of the progress of the work, to measure materials in and 

to report to the Supervisor of the Harbor the departure of scows and to inspect 
such waterfront work as may be assigned. 


Inspector of Public Works (Highways): 

The duties of Inspectors of Public Works (Highways) are to be in attendance 
on construction or maintenance work on highways in order to insure its performance 
in accordance with contract specifications or orders, to examine materials delivered 
on site of work, to report on pedestrian and vehicular traffic, to patrol the streets 
and sidewalks for the purpose of ascertaining their condition and to exercise control 
over street openings, proper restoration of pavements and the occupancy and use of 
city property for construction and other purposes, including encumbrances and side- 
walk vaults. | 


Inspector of Public Works (Sewers): 

The duties of Inspectors of Public Works (Sewers) are to be in attendance 
on construction or maintenance work on sewers and appurtenances, in order to 
insure its performance in accordance with contract specifications or orders, to 
examine materials delivered on site of work, to report on pedestrian and vehicular 
traffic, to exercise control over street openings, location and construction of subs 
surface structures, proper restoration of pavements and the occupancy and use 
of city property for construction and other purposes. 


Inspector of Public Works (Water Mains): 

The duties of Inspectors of Public Works (Water Mains) are to be in attend- 
ance on construction or maintenance work on water mains in order to insure its 
performance in accordance with contract specifications or orders, or examine mate- 
rials delivered on site of work, to exercise control over street openings, location and 
construction of subsurface structures, proper restoration of pavements and the 
occupancy and use of city property for construction and other purposes. 


QUALIFICATIONS— 

1. Training, either educational or practical, in specialized or general public 
works or other related work recognized by the Municipal Civil Service Commission 
as qualifying. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION ’— 


Assigned on construction work: 
Range of annual compensation—$1200 to $1500 juctaseye 
Salary rates—$1200, $1260, $1320, $1380, $1440, $1500. 


1Appropriate deductions from salary will be made in the case of Inspectors receiving 
part or full maintenance. 


196 


Assigned on routine or patrol work: 
Range of annual compensation’—$1200 to $1380 inclusive. 
Salary rates—$1200, $1260, $1320, $1380. 

Per diem compensation’—$4.50. 

Monthly compensation*—$100. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 28. 


STOO 7A 2 Re tae cee ee etl rete 1 year 
1260 5. eehee Pere rt eee eee eee 1h 
132022 ys ER toes s CAO Lhe: 
ASSO Rs ce ce hee cet ee eee 2 years 
1440 Cie Oe Sat eee ee ee see 2 as 


GRADE 2 (IP 2) 


TITLES OF POSITIONS— 
SENIOR INSPECTOR OF PUBLIC WORKS’ 
SENIOR INSPECTOR OF PUBLIC WORKS (HIGHWAYS): 
SENIOR INSPECTOR OF PUBLIC WORKS (SEWERS)* 
SENIOR. INSPECTOR: OF PUBLIC WORKS (SHOP AND FOUNDRY): 
SENIOR INSPECTOR OF PUBLIC WORKS (WATER MAINS)* 


DUTIES— 
Senior Inspector of Public Works, Senior Inspector of Public Works (High- 
ways), Senior Inspector of Public Works (Sewers), Senior Inspector of 


Public Works (Water Mains): 

The duties of incumbents of these positions, which are performed under the 
immediate direction of the engineer or higher official in charge, are to supervise 
a group of Inspectors in Grade 1, or to perform independently the most difficult 
and responsible technical inspections requiring a high order of specialized knowledge, 
initiative and judgment. 

Senior Inspector of Public Works (Shop and Foundry): 

The duties of Senior Inspectors of Public Works (Shop and Foundry), which 
may or may not be supervisory, are to be in attendance at the shop or foundry 
to determine that methods of fabrication, materials used and products are in 
accordance with specifications, to supervise tests of materials, to take samples or 
test bars for examination or analysis, to pass on machine work and to test finished 
products. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate expe- 
rience in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


*Where work will last continuously throughout the year, the annual rate shall be paid. 

*Where work is temporary and will not last continuously for a period measurable by 
months, the daily rate shall be paid. 

*Where work is temporary and will not last continuously throughout the year, but is 
measurable by months, the monthly rate shall be paid. 

“These positions may also be filled by the appointment of Engineering Assistants and 
Junior Engineers in Grades 1 and 2 of the Engineer Group of the Professional Service. 


197 


COMPENSATION’— 


Range of annual compensation—$1620 to $1920 inclusive. 
Salary rates—$1620, $1740, $1920. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, in- 
dicating that the rate requested does not exceed the value of the work to be 
performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


GRADE 3 (IP83) 


TITLES OF POSITIONS— 


SUPERINTENDENT OF PUBLIC WORKS 
SU eR NTE NOUN TOO PUBLIC WORKS: (ASPHALT, PLANT): 


DUTIES— 


Superintendent of Public Works: 


The duties of Superintendents of Public Works are to supervise and be re- 
sponsible for the maintenance of sewers or highways, or both, in an entire 
borough.° 


Superintendent of Public Works (Asphalt Plant): 


The duties of the Superintendent of Public Works (Asphalt Plant) are to super- 
vise and be responsible for the maintenance and operation of a large municipal 
asphalt plant. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$2100 to $3180 inclusive. 
Salary rates—$2100, $2280, $2460, $2700, $2940, $3180. 


*Appropriate deductions from salary will be made in the case of Senior Inspectors 
receiving part or full maintenance. 

*This position may also be filled by the appointment of an Assistant Engineer in Grade 3 
of the Engineer Group of the Professional Service. 

®There are highly paid engineers in the Department of Public Works in all boroughs 
who are responsible for construction, operation and maintenance work. It is very doubtful 
whether a position of Superintendent of Public Works is required at all in any borough. 
There is no such position at the present time in the borough of Manhattan. Certainly no 
position other than one involving supervision of maintenance is required and no salary 
higher than $3180 is justified. It is recommended that in future this work be in charge of 
an Assistant Engineer in Grade 3 of the Engineer Group of the Professional Service. 


198 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be per- 
formed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


S200 SAN es cree, aerate eae ere 1 year 
Z2BO MeN ts cite aie ere aes Lo, 
AGO Ue) PAT re eae whet Oren ane eee 2 years 
2700 CE ati ee ea eee ne hd Rare eee 2 
DOA Qe ae IN cece ete ae ae toe PAN 


INSPECTOR OF SUPPLIES GROUP 
SYMBOL (IS) 


The term Inspector of Supplies Group is applied to those offices or employments of the 
Inspectional Service in which incumbents are required to inspect supplies, or to supervise 
the inspection of repairs and supplies. 


GRADE 1 (1$1) 


TITLES OF POSITIONS*’*— 


INSPECTOR OF SUPPLIES 
INSPECTOR OF SUPPLIES’ (EGG CANDLER) 
DUTIES— 
Inspector of Supplies: 

The duties of Inspectors of Supplies are to inspect supplies for the purpose of 
enforcing contract and open market order specifications and reporting the quantity 
and quality of supplies, and to ascertain qualities and processes of manufacture, 
prices, trade customs and conditions. 


Inspector of Supplies (Egg Candler): 


The duties of Inspectors of Supplies (Egg Candler) are to candle eggs in order 
to ascertain their freshness and fitness for use. 


QUALIFICATIONS— 


1. Experience in the purchasing, storage, inspection or other handling of sup- 
plies of the kind described in the title of the position. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$1200 to $1500 inclusive. 
Salary rates—$1200, $1260, $1320, $1380, $1440, $1500. 


“In the case of Inspectors of Supplies who specialize in some particular kind of sup- 
plies, the specialized title will be added in brackets. 

*The former title of Inspector of Repairs will be covered under the general title Build- 
ing Inspector, unless the inspection is of specialized repairs, in which case the proper spe- 
cialized title should be used. See the Inspector of Buildings Group. 


199 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See’ also page 30. 


EEE Oar ace a oe cee wees hae cee ys 1 year 
OO Pars Sean UR ORR eae aS i. 
PLU rte cd ach tae er ott i be 
1 cst pee ce ICL RA ge pk RA a ge 2 years 
AAI, foe vet A EE Ne 8 aaa e hala oak 7 oe 


GRADE 2 (IS 2) 
TITLES OF POSITIONS'— 


, SENIOR INSPECTOR OF SUPPLIES 
DUTIES— 

The duties of incumbents of these positions are to supervise groups of In- 
spectors of Supplies in Grade 1, or to supervise and be responsible for a small 
division or bureau of supplies, where the preponderance of duties is of an inspec- 
tional nature, or to perform independently the most difficult and responsible tech- 
nical inspections.’ 


QUALIFICATIONS— 


1, The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate expe- 
rience in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$1620 to $1920 inclusive. 
Salary rates—$1620, $1740, $1920. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, in- 
dicating that the rate requested does not exceed the value of the work to be per- 
formed. 


1The former title of Senior Inspector of Repairs will be covered under the general title 
Senior Building Inspector, unless the inspection is of specialized repairs, in which case the 
proper specialized title should be used. See the Inspector of Buildings Group. 

*At the present time, the functions of Purchasing Agents, Storekeepers and Inspectors 
of Supplies are not clearly differentiated. The majority of Purchasing Agents also per- 
form storekeeping and inspectional duties. Similarly, there are Storekeepers who perform 
incidentally duties as Purchasing Agents or Inspectors and there are heads of divisions of 
repairs and supplies who receive requisitions for supplies and inspect buildings to see 
whether repairs are necessary, order the supplies and supervise the making of repairs, 
and in some cases, inspect to see whether supplies and repairs comply with specifications. 
It is impossible to set up titles which will cover the mixture of functions at present per- 
formed by individual employes. For the time being, such employes must be graded accord- 
ing to the preponderance of duties, 7. e., the employe whose larger or more important func- 
tions are those of a Purchasing Agent should be rated as a Purchasing Agent, the employe 
whose principal functions and qualifications are those of an Inspector or Senior Inspector 
should be rated as such, the employe whose principal functions are those of Storekeeper 
should be rated as a Storekeeper. 

See also Inspector of Public Works (Shop and Foundry). 


200 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years. of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


P1LOZO ot RCE eet tole el letdoiits eee 1 year 
1/40 aaa ak Ob eee Cae ante ee 2 years 


GRADE 38 (1838) 
TITLES OF POSITIONS — 
CHIEF INSPECTOR OF REPAIRS AND SUPPLIES 
DUTIES— 


The duties of incumbents of these positions are to supervise and be respon- 
sible for the entire administration of a large bureau of repairs and supplies where 
the preponderance of duties is of an inspectional nature. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate expe- 
rience in Grade 2, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$2100 to $3660 inclusive. 
Salary rates—$2100, $2280, $2460, $2700, $2940, $3180, $3420, $3660. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. Fix- 
ation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


WATERSHED INSPECTOR GROUP 
SYMBOL (IW) 


The term Watershed Inspector Group is applied to those offices or employments the 
duties of whose incumbents are to patrol assigned districts of the watershed for the pur- 
pose of conserving the purity of water impounded for the City of New York, and to ob- 
serve, remove, disinfect or report any form of“huisance or source of pollution, or to super- 
vise this work. 


GRADE 1 (IWl) 
TITLES OF POSITIONS— 


WATERSHED INSPECTOR 
DUTIES— 


The duties of incumbents of these positions are to patrol assigned districts of 
the watershed for the purpose of conserving the purity of water impounded for the 
City of New York, and to observe, remove, disinfect or report any form of nuisance 
or source of pollution. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Chief Inspector of Repairs and Supplies in the Bureau of Audit in the Finance 
Department. 
See note on Grade 2. 


201 


QUALIFICATIONS— 
1. Such qualifications as may be required by the Municipal Civil Service 
Commission, 
COMPENSATION— 


Range of annual compensation—$900 to $1020 inclusive. 
Salary rates—$900, $960, $1020. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


SOU bere eee wt aeons wee oa Se os 1 year 


GRADE 2 (IW 2) 
TITLES OF POSITIONS— 


SENIOR WATERSHED INSPECTOR 
DUTIES— 


The duties of the incumbent of this position are to supervise and to be re- 
sponsible for the work of Watershed Inspectors in Grade 1, including the assign- 
ment of patrols, the issuing of instructions and the checking of reports. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate expe- 
rience in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$1140 to $1500 inclusive. 
Salary rates—$1140, $1260, $1380, $1500. 


INSPECTOR OF WEIGHTS AND MEASURES GROUP 
SYMBOL (IM) 


The term Inspector of Weights and Measures Group is applied to those offices or em- 
ployments of the Inspectional Service in which incumbents are required to exercise regu- 
lative and restraining control over all weighing and measuring instruments used for buying 
and selling in the City of New York. 


GRADE 1 (IM1) 
TITLES OF POSITIONS— 


INSPECTOR OF WEIGHTS AND MEASURES 
DUTIES— 

The duties of incumbents of these positions are to inspect, to seal, or to condemn 
and destroy scales, weights, measures and packages, to examine scales, weights and 
measures in mechanical stations, and to approve and serialize the types of instru- 
ments which may be sold in the City of New York. 


202 


QUALIFICATIONS’ — 


1. Training or experience recognized by the Municipal Civil Service Commis- 
sion as qualifying for this work. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$1200 to $1500 inclusive. 
Salary rates—$1200, $1260, $1320, $1380, $1440, $1500. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


SIZ00s ea eh evs tev ee okie eee eee 1 year 
1260 e5 ae cantante ene eee hee 
1320 wccemeca colt Ce ie eee eee fees. 
13RD Sethe re cae ee eee 2 years 
1440 Rie ci ana es tees cee eee ae a 


GRADE 2 (IM 2) 
TITLES OF POSITIONS— 


SENIOR INSPECTOR OF WEIGHTS AND MEASURES? 
SENIOR INSPECTOR OF WEIGHTS AND MEASURES (MECHANICAL)?® 


DUTIES— 


Senior Inspector of Weights and Measures: 

The duties of the Senior Inspector of Weights and Measures are to exercise 
immediate supervision under the Chief of the Bureau over all field inspections of 
weights and measures. 


Senior Inspector of Weights and Measures (Mechanical): 

The duties of the Senior Inspector of Weights and Measures (Mechanical), 
which require specialized scientific knowledge of weighing and measuring instru- 
ments, are to take charge of all mechanical stations involving the serialization and 
testing of scales, weights and measures. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate expe- 
rience in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


*There are few persons qualified by training for the specific kind of work required of an 
Inspector of Weights and Measures. Mechanical work in the service of manufacturers of 
scales would be a logical preparation for weights and measures inspection in the city 
service. On the other hand, it is often preferable to recruit for this work young men who 
have a good general education and who are alert and honest, who have had no experience in 
this specialized kind of work, but who can easily be trained to become first class inspectors. 
lt is therefore recommended that the Municipal Civil Service Commission require either 
specialized training relating to the inspection of weights and measures, or a High School 
or college education and possibly some general business experience. 

This title with the accompanying range of salary is to be employed only in the case of 
supervisory positions. 

*Should this position become vacant, it would be advisable to fill it under the title of 
Physicist in Grade 3 with the qualifications set forth in the Chemist and Physicist Group of 
the Professional Service. The present title should then be abolished. 


203 


COMPENSATION— 


Senior Inspector of Weights and Measures: 
Range of annual compensation—$1620 to $1920 inclusive. 
Salary rates—$1620, $1740, $1920. 

Senior Inspector of Weights and Measures (Mechanical): 


Range of annual compensation—$1920 to $2460 inclusive. 
Salary rates—$1920, $2100, $2280, $2460. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Senior Inspector of Weights and Measures: 


Sl OA are rey eee ee cess e eaves OS eX Fs 1 year 

Wasi? Gok Ste Soe Span Sun AO eet ihe 2 years 
Senior Inspector of Weights and Measures (Mechanical) 

BS ROD Nat GB ape gee can aM ea ae 1 year 

PANY U5. SREY 3 ira A tim tee en Se eaearang’ 2 years 

TAM AN onset IN Air Sh a net Ae ag as 


MISCELLANEOUS INSPECTOR GROUP 
SYMBOL (IZ) 


The term Miscellaneous Inspector Group is applied to those offices or employments of 
the Inspectional Service in which incumbents are required to perform routine or specialized 
inspectional work of an exceptional nature not included in the other groups of the 
Inspectional Service. 


GRADE 1 (1Z1) 


TITLES OF POSITIONS— 
INSEE CTORLOMS ROIMMREANDSPIPE COVERING 
INSPEC LORSOR- BOILERS 
INSP ee tORsOs GAS: 

DUTIES— 


Inspector of Boilers: 
The duties of Inspectors of Boilers are to inspect and report on the strength 
and safety of stationary or marine boilers. 


Inspector of Gas: 

The duties of Inspectors of Gas are to inspect by chemical, photometric or 
other tests the candle power, pressure, specific gravity and general quality of gas 
and to make such records and reports as may be required. 


QUALIFICATIONS— 


Inspector of Boilers: 

1. Experience as journeyman in a boiler shop or as stationary or marine engine- 
man or other experience recognized by the Municipal Civil Service Commission as 
qualifying. 


*There is but one position in the city service under the title Inspector of Boiler and Pipe 
Covering, and upon the occurrence of a vacancy, the title and position will be abolished. 
It is not therefore to be included in the classification. 

*The title of Inspector of Gas is provided only to cover the present incumbents of these 
positions. In the future, this title should be abolished and these positions should be filled 
by Junior Chemists in Grade 1 of the Chemist and Physicist Group of the Professional 
Service, if necessary, under the specialized title of Junior Chemist (Gas). 


204 


2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 
Inspector of Gas: 


1. A degree in science granted on the completion of a standard course of 
instruction with chemistry as the major subject in a college or technical school of 
recognized standing, or practical experience in the analysis and testing of gas, or 
other training or experience recognized by the Municipal Civil Service Commission 
as qualifying. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Inspector of Boilers, Inspector of Boiler and Pipe Covering: 
Range of annual compensation—$1200 to $1500 inclusive. 
Salary rates—$1200, $1260, $1320, $1380, $1440, $1500. 
Inspector of Gas: 
Range of annual compensation—$1200 to $1260 inclusive. 
Salary rates—$1200, $1260. 
SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Inspector of Boilers: 


G1 200 Ses ne cee Songs Se ee eee a eae 1 year 
T2608 Seah Foe vee oe Pe ee ene pS 
1320 Cog nose cote oes ole cee eee ie 
1380 Wiecia ts see a ee ete eee 2 years 
1440 ie es aie ee ie eee anes ies 


Inspector of Gas: 
$1200 rc wanen tale ae i CeCe ene ee eres 1 year 


205 


CUSTODIAL SERVICE 
SYMBOL (K) 


The term Custodial Service is applied to those offices or employments the 
duties of whose incumbents are to have custody of city property, to assist 
and keep order among persons visiting or making use of such property and 
to perform incidental operating, technical, or clerical work. 


ANIMAL KEEPER GROUP 
SYMBOL (K A) 


The term Animal Keeper Group is applied to those offices or employments of the 
Custodial Service in which incumbents are required to feed, care for, guard, exhibit and 
breed mammals, birds, reptiles and fishes on exhibition in menageries, zoological parks and 
aquaria, or to supervise and be responsible for this work.* 


GRADE 1 (KA1) 
TITLES OF POSITIONS— 
ANIMAL KEEPER 


AQUARIUM ATTENDANT 
DUTIES— 


The duties of incumbents of these positions are to feed, care for, guard and 
exhibit mammals, birds, reptiles or fishes, and to clean living quarters and equipment 
used. 


Examples: 


Preparing food and feeding animals. 

Keeping living quarters of animals secure and sanitary. 
Safeguarding the public. 

Grooming, washing and oiling animals. 


QUALIFICATIONS— 
1. Experience in animal keeping. 
2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 
COMPENSATION— 
Range of annual compensation—$900 to $1080 inclusive. 
Salary rates—$900, $960, $1020, $1080. 
SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


SOE tere steele sahil ln aeta touaeas ay 1 year 
Ue Le CE AR EEE FCS) ee EE bets 
120: tek aad tetera on eee tend eens 2 years 


"The salaries paid persons employed in the New York Zoological Park and the New York 
Aquarium are under the control of the New York Zoological Society and are paid from lump 
sums appropriated by the Board of Estimate and Apportionment. It is suggested that the 
salaries recommended in this group be taken into consideration in fixing salaries for the 
corresponding lower positions under the control of the New York Zoological Society. No 
provision is made in this group for the positions of Curator and Assistant Curator of the 
Zoological Park and the position of Director of the Aquarium. 


206 


GRADE 2 (KA2) 
TITLES OF POSITIONS— 
HEAD ANIMAL KEEPER 


HEAD AQUARIUM ATTENDANT 
DUTIES— 


The duties of incumbents of these positions, which involve supervision of 
employes in Grade 1, are to exercise special skill in and to be responsible for the 
custody, care, feeding, breeding and exhibition of a group or groups of animals. 


Examples: 
Taking charge of primates, reptiles, birds or deer. 


QUALIFICATIONS— 


1. The minimum aqualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate expe: 
rience in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$1140 to $1380 inclusive. 
Salary rates—$1140, $1200, $1260, $1320, $1380. 

SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


SLIAG Rare a Pare vo ened ee a ae 1 year 
1200 Re ie anes oe ee ee coe nee Lae 
1260 10% eae ee Sere eae eee aoe 
L320) ene Vestas alta nte/eieteecen: eee 2 years 


GRADE 8 (KA3) 
TITLES OF POSITIONS'— 
MENAGERIE SUPERINTENDENT 


AQUARIST 
DUTIES— 


The duties of incumbents of these positions, which involve supervision of 
employes in Grades 1 and 2, are to exercise the highest degree of skill in and to 
be completely responsible for the maintenance of a large: number of mammals, 
birds, reptiles or fishes of various classes, including their feeding, breeding, observa- 
tion, treatment, caging and exhibition, and their exchange, sale and purchase in 
accordance with prescribed regulations. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than three years of appropriate expe- 
rience in Grade 2, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. . 


‘The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Menagerie Superintendent in Central Park, Department of Parks, Manhattan. 


207 


COMPENSATION— 


Range of annual compensation—$1800 to $2580 inclusive. 
Salary rates—$1800, $1980, $2160, $2340, $2580. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


BRIDGETENDER GROUP 
SYMBOL (KB) 


The term Bridgetender Group is applied to those offices or employments of the Custodial 
Service in which incumbents are required to guard, maintain, clean, and assist in the opera- 
tion of bridges owned or controlled by the city. 


GRADE 1 (KB1) 
TITLES OF POSITIONS— 


BRIDGETENDER 
DUTIES— 
The duties of incumbents of these positions, which are performed under the 
direction of a Head Bridgetender or Engineman, are to regulate the traffic over 
and to clean and patrol the draw span of a bridge, and to assist in its operation. 


QUALIFICATIONS— 
1. Such qualifications as may be required by the Municipal Civil Service Com- 
mission. 


COMPENSATION— 
Regular Service Exclusive of Sundays: 


Range of annual compensation—$876 to $984 inclusive. 
Salary rates—$876, $912, $948, $984. 


Temporary Service: 
Per diem compensation—$2.75. 


GRADE 2 (KB2) 
TITLES OF POSITIONS’ — 
HEAD BRIDGETENDER 
DUTIES— 
The duties of incumbents of these positions, which involve supervision of the 
work of all other employes on the bridge, including all shifts, are to take charge 
of and operate a small bridge not requiring the services of an. Engineman. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate expe- 
rience in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


1The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Head Bridgetender in charge of a small bridge over the Wallabout Canal. 


208 


COMPENSATION— 
Range of annual compensation—$1020 to $1200 inclusive. 
Salary rates—$1020, $1080, $1140, $1200. 

SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


$1020 ectoe cinta: eee ge ho eee 1 year 
LOSQ 23 aia rr ee tein ips ete ty ce ckceis j nate 
1140 as ate. ce nee eicln oneee sae 2 years 


CARETAKER GROUP 
SYMBOL (KC) 


The term Caretaker Group is applied to those offices or employments of the Custodial 
Service in which incumbents are required to be responsible for the maintenance, heating, 
cleaning, general care and protection of buildings or other structures owned or controlled 
by the city or to assist, keep order among and give information to persons passing through 
or visiting public places or buildings. 


GRADE 1 (KCl) 


TITLES OF POSITIONS’ *— 

CARETAKER 

ASSISTANT CUSTODIAN 
DUTIES— 


Caretaker: 

The duties of Caretakers are to maintain, clean, and, where required, heat 
buildings owned or controlled by the city having a floor area not exceeding 6,000 
square feet, and to make minor repairs to heating, electrical equipment and plumbing, 
or to maintain, heat, clean, and make minor repairs in or about baths, cottages, 
comfort stations, ferry houses, piers and other similar structures owned or con- 
trolled by the city. and to assist and keep order among persons visiting these places. 


Assistant Custodian: 

The duties of Assistant Custodians are to care for, exhibit and give informa- 
tion regarding pictures, furniture and other articles of historic or other special 
interest contained in public buildings. 


It is intended that the janitorial positions in the Department of Education shall be ap- 
praised in the various grades in this group. In Grades 3, 4 and 5, standard titles for the 
higher janitorial positions in the Department of Education are included, together with notes 
on the minimum and maximum salaries. No definitions of duties, qualifications, conditions 
governing advancement, or specific appraisals are included at the present time. These 
should be added at an early date when the survey of janitorial work in the Department of 
Education has been completed. It is intended that these specifications shall cover positions 
under the indirect as well as the direct payment plan. 

| Positions as Armorers, Assistant Armorers and Janitors in the Armories of the Na- 
tional Guard have not been considered in connection with the Caretaker Group. 

*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 

Assistant Custodian in the Governor’s Room in City Hall. 

*The old title Attendant does not appear in the standard specifications. As formerly 
applied to Attendants on bridges and at baths and comfort stations, it is replaced in the 
standard specifications by the title Caretaker. See also Guard in Grade 1 of the Miscella- 
neous Custodian Group and Messenger in Grade 1 of the Messenger Group of the Clerical 
Service. 


209 


QUALIFICATIONS— 
1. Such qualifications as may be required by the Municipal Civil Service Com- 
mission. 


COMPENSATION— 
Men: ; 
Regular Service Exclusive of Sundays: 
Range of annual compensation—$&40 to $984 inclusive. 
Salary rates—$840, $876, $912, $948, $984. 
Temporary Service: 
Per diem compensation’—$2.75. 


Women: 
Regular Service Exclusive of Sundays: 
Range of annual compensation—$660 to $840 inclusive. 
Salary rates—$660, $696, $732, $768, $804, $840. 
Temporary Service: 
Per diem compensation’—$2.25. 


GRADE 2 (KC 2) 
TITLES OF POSITIONS— 


HEAD CARETAKER 
CUSTODIAN 
DUTIES— 7 


Head Caretaker: 

The duties of Head Caretakers are to direct and assist the force engaged in the 
heating, cleaning, maintenance and operation of public baths or of buildings owned 
or controlled by the city having a floor area of over 6,000 square feet and not 
exceeding 50,000 square feet, and to make minor repairs to heating, electrical equip- 
ment and plumbing where no engineman is employed. 


Custodian: 

The duties of Custodians are to be responsible for the care of public buildings 
of historic or other special interest and for the pictures, furniture and other articles 
contained therein and to exhibit these articles to persons visiting the building. 


OQUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than three years of appropriate expe- 
rience in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$1020 to $1200 inclusive. 
Salary rates—$1020, $1080, $1140, $1200. . 
Custodians in charge of the Jumel Mansion and Dyckman House may receive 
lodging in addition to salary. 


*The daily rate shall be paid only where work is temporary and will not last continu- 
ously for a period measurable by years. 
*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Custodian of the Jumel Mansion. 


210 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


SIOZO Eis cite ce aieis mrs aereaees sreeeerer artes 1 year 
LOGO cere oie schists Saat cen ees iene s ioe 
LIAO eee eet eee ere alone ree 2 years 


GRADE 3 (KC3) 
TITLES OF POSITIONS— 


JANITOR 
JANITOR-ENGINEMAN? 
SUPERVISOR OF CARETAKERS 


DUTIES— 
Janitor: 

The duties of Janitors are to direct the force engaged in the heating, cleaning, 
and maintenance of buildings owned or controlled by the city, having a floor area 
of over 50,000 square feet and not exceeding 250,000 square feet, or to direct the 
cleaning force in buildings having a floor area exceeding 250,000 square feet.’ 


Supervisor of Caretakers: 


The duties of Supervisors of Caretakers are to supervise the work of employes 
in Grades 1 and 2 and of Janitors in Grade 3, to be responsible to the Superintendent 
or Assistant Superintendent of Public Buildings and Offices for the operation, 
maintenance and cleaning of public buildings, including comfort stations, baths and 
markets, to investigate and report on methods of work, to enforce rules and regula- 
tions, and to perform such other investigational, inspectional or clerical work as 
may be required.’ 


QUALIFICATIONS— 


Janitor, Supervisor of Caretakers: 


1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate expe- 
rience in Grade 2, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required % the Municipal Civil 
Service Commission. 


*This title includes Janitors in charge of high pressure school plants, excepting the 
largest high school and other plants included in Grade 4. No definition of duties, qualifica- 
tions, condition governing advancement, or specific appraisals under this title are included 
at the present time. It is, however, assumed that the minimum salary for the least important 
position will be not less than $1320 and that the maximum salary for the most important 
position will not exceed $1980. 

*For the present position of Stationary Engineman in buildings with a high pressure 
plant, see the Engineman Group of the Skilled Trades Service. 

*The old title of this position was Inspector. While the duties of this position are 
partly inspectional, it is thought desirable, because of the supervisory functions involved, 
to include the position here rather than in the Inspectional Service. 


211 


COMPENSATION— 


Janitor, Supervisor of Caretakers: 
Range of annual compensation—$1320 to $1800 inclusive. 
Salary rates—$1320, $1440, $1560, $1680, $1800. 
SPECIAL REGULATION GOVERNING COMPENSATION— 


Janitor, Supervisor of Caretakers: 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 

SPECIAL CONDITION GOVERNING ADVANCEMENT— 

The following table indicates the minimum number of years of meritorious 

service required at each rate before advancement to the next rate. See also page 30. 


Janitor, Supervisor of Caretakers: © 


SOU eimra tae Wace eetere Doty nt es tevear 
VE ETUC so kNah de ibd grr term an nr aN 
UTES oc SE A cph SN elec na ek ee a 2 years 
Ese Ok Gace, AD Sates 2 Re aA gn ee en a pe SS 


GRADE 4 (KC4) 


TITLES OF POSITIONS— 


Boos AN CHIBE SUPERVISOR OF JANITORS* 
SENIOR JANITOR-ENGINEMAN? 


GRADE 5 (KC5) 
TITLES OF POSITIONS— 


ASSISTANT SUPERINTENDENT OF PUBLIC BUILDINGS AND OFFICES 
(MANHATTAN) 

CHIEF SUPERVISOR OF JANITORS 

SUPERINTENDENT OF PUBLIC BUILDINGS AND OFFICES (QUEENS 
OR RICHMOND) 


DUTIES— 


Assistant Superintendent of Public Buildings and Offices (Manhattan), 
Superintendent of Public Buildings and Offices (Queens or Richmond): 
The duties of incumbents of these positions are to be responsible for the 
operation, care and maintenance, construction and reconstruction of all public 
buildings in the smaller boroughs, including baths, comfort stations and markets, 
involving the supervision of employes and the purchase of necessary supplies, mate- 
rial and equipment, or to assist the Superintendent of Public Buildings and Offices 
in the administration of the largest bureaus of public buildings and offices, and to 
be immediately responsible for all investigational and inspectional work and for 
the supervision of the employes in the bureau. 


It is probable that these positions will be abolished when the work of janitorial supervi- 
sion is reorganized. No definition of duties, qualifications or conditions governing advance- 
ment are included at the present time. If these positions are retained, a salary range from 
$1980 to $2580 is recommended. 

"Under this title the janitors in charge of the largest high schools and grade schools are 
included. No definition of duties, qualifications, conditions governing advancement, or 
specific appraisals are included under this title at the present time. It is contemplated that 
the minimum salary for the least important position in this grade will be not less than $2160 
and that the maximum salary for the most important position will not exceed $2580. 


212 


Chief Supervisor of Janitors: 

The duties of the Chief Supervisor of Janitors are to be responsible for the 
care of school buildings, including heating, cleaning and minor repairs; to assign 
and supervise the work of Janitors, Enginemen and other employes; to draw up 
rules and regulations, and advise principals and teachers regarding care of school 
buildings, and to promote economy in the use of fuel, gas and electricity. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than one year of appropriate experience 
as Supervisor of Caretakers in Grade 3, or if appointed as the result of an open 
competitive examination, experience in other administrative work recognized by the 
Municipal Civil Service Commission as qualifying. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$2820 to $3540 inclusive. 
Salary rates—$2820, $3060, $3300, $3540. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
-upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


GRADE 6 (KC6) 
TITLES OF POSITIONS— 


SUPERINTENDENT OF PUBLIC BUILDINGS AND OFFICES (MAN- 
HATTAN, BROOKLYN OR THE BRONX) 


DUTIES— 

The duties of incumbents of these positions are to be responsible for the 
operation, care and maintenance, construction and reconstruction of all public 
buildings in a borough, including baths, comfort stations and markets, involving the 
supervision of employes and the purchase of necessary supplies, material and 
equipment. 


QUALIFICATIONS— 
1. Administrative experience in civil engineering or in other work recognized 
by the Municipal Civil Service Commission as qualifying. 
2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$3840 to $5160 inclusive. 
Salary rates—$3840, $4140, $4440, $4740, $5160. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


213 


COURT AND LEGISLATIVE ATTENDANT GROUP 
SYMBOL (KK) 


The term Court and Legislative Attendant Group is applied to those offices or employ- 
ments of the Custodial Service in which incumbents are required to maintain order in court 
rooms or legislative chambers, to keep in custody persons awaiting trial, and to assist justices 
and clerks of the court or members of the legislative body in routine clerical work and 


procedure. 


GRADE 1 (KK1) 
TITLES OF POSITIONS— 

COURT ATTENDANT’ 

ASSISTANT SERGEANT-AT-ARMS’*? 


DUTIES— 
The duties of incumbents of these positions are to maintain order in court rooms 
or legislative chambers, to keep in custody persons awaiting trial, and to assist 
justices and clerks of the court or members of the legislative body in routine clerical 
work and procedure. 
QUALIFICATIONS— 
1. Such qualifications as may be required by the Municipal Civil Service Com- 
mission. 


COMPENSATION— 


Court Attendant: 
Range of annual compensation—$1080 to $1380 inclusive. 
Salary rates—$1080, $1140, $1200, $1260, $1320, $1380. 


Assistant Sergeant-at-Arms: 
Range of annual compensation—$1020 to $1200 inclusive. 
Salary rates—$1026, $1080, $1140, $1200. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Court Attendant: 


SLOSU garesiasa Sane ie crateca eee els ist ol cha tahe levers 1 year 
LAO ee re oie oie en hotel aly sia ene aes 
LZ0G RN Si Ria eet iets ene ce ka oes ey 
TZU Dares aaiets sheets iste Acreete sei stea ss .. 2 years 
D320 Gerak sens yeaa aia kiace seta ta ee an 
Assistant Sergeant-at-Arms: 

SLOZO eae ar cciaeel en ae atone ths oe 1 year 
LOGUE aetna omete oe ees ee are eee esa 
LIAO Pax eh Ger eer eae hie are ae las 2 years 


*These positions may also be filled by superannuated employes, such as Laborers, Fore- 
men, Caretakers, Clerks and Inspectors, if their work has fitted them for these. positions, 


and if they are capable of rendering the necessary service. 
*This position is not at present classified by the Municipal Civil Service Commission. 


214 


GRADE 2 (KK 2) 
TITLES OF POSITIONS— 
SERGEANT-AT-ARMS 
DUTIES— 

The duties of the incumbent of this position are to supervise the Assistant 
Sergeants-at-Arms, to be responsible to the presiding officer for the maintenance of 
order in the legislative chambers and to render such other services as may be 
required. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$1320 to $1440 inclusive. 
Salary rates—$1320, $1440. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


C1320 soe. oases Pe ce ete ee nen eee 2 years 


DOCKMASTER GROUP 
SYMBOL (KD) 


The term Dockmaster Group is applied to those offices or employments of the Custodial 
Service in which incumbents are required to take charge of the open piers and bulkheads ta a 
prescribed water front district, to supervise the berthing of vessels, to collect the statutory 
wharfage fees, and to exercise judgment in the use, care and maintenance of docks, piers 
and adjacent thoroughfares, or to supervise this work. 


GRADE 1 (KD1) 


TITLES OF POSITIONS— 
DOCKMASTER 


DUTIES— 

The duties of incumbents of these positions are to collect the statutory wharfage 
fees, to patrol daily and to be responsible for the care and preservation of all docks, 
piers, bulkheads and adjacent thoroughfares in a prescribed waterfront district, to 
assign berths to vessels, and to enforce the laws, rules and regulations of the 
Department of Docks and Ferries. 


QUALIFICATIONS— 
1. Experience in a supervisory capacity in work involving a knowledge of 
shipping. 
2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


*This position is not at present classified by the Municipal Civil Service Commission. 


215 


COMPENSATION— 

Range of annual compensation—$1800 to $2160 inclusive. 

Salary rates—$1800, $1980, $2160. 

SPECIAL REGULATION GOVERNING COMPENSATION— 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 

SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


GLCUOM AT te cle Ne anual Lath oie clette Vite s 2 years 


GRADE 2 (KD 2) 
TITLES OF POSITIONS— ; 
SUPERINTENDENT OF DOCKS 
DUTIES— 

The duties of the incumbent of this position are to supervise and be responsible 
for the work of employes in Grade 1 and of other employes and for the care of all 
docks, piers, bulkheads and adjacent thoroughfares, and to assist the Commissioner 
of Docks and Ferries in the issuing of permits. 

QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade l. 

2. If appointed by promotion, not less than two years of appropriate expe- 
rience in Grade 1, or if appointed as the result of an open competitive examination, 
experience recognized by the Municipal Civil Service Commission as qualifying. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

COMPENSATION— 

Range of annual compensation—$3000 to $3780 inclusive. 

Salary rates—$3000, $3240, $3480, $3780. 

SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


ELEVATOR OPERATOR GROUP 
SYMBOL (KE) 


The term Elevator Operator Group is applied to those offices or employments of the 
Custodial Service in which incumbents are required to operate or to supervise the operation 
of passenger or freight elevators in public buildings. 


GRADE 1 (KE1) 
TITLES OF POSITIONS— 
ELEVATOR OPERATOR 
DUTIES— 


The duties of incumbents of these positions are to operate passenger or freight 
elevators. 


216 


QUALIFICATIONS— 


1. Such qualifications as may be required by the Municipal’ Civil Service 
Commission. 


COMPENSATION— 


Regular Service Exclusive of Sundays: 
Range of annual compensation—$840 to $984 inclusive. 
Salary rates—$840, $876, $912, $948, $984. 

Temporary Service: 
Per diem compensation—$2.75. 


GRADE 2 (KE2) 
TITLES OF POSITIONS— 


ELEVATOR STARTER 
DUTIES— 


The duties of incumbents of these positions, which require a knowledge of the 
traffic conditions of buildings and alertness, decision and executive ability, are 


to supervise wholly or in part the operation of passenger elevators and to direct 
visitors to various bureaus or offices. 


QUALIFICATIONS— ; 
1. The minimum qualifications prescribed for Grade 1. 
2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 1. 


3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$1020 to $1080 inclusive. 
Salary rates—$1020, $1080. 


GRADE 3 (KE3) 
TITLES OF POSITIONS— 


ELEVALIQ@K. DES EATCH ER: 
DUTIES— 


The duties of incumbents of these positions, which require the highest degree 
of alertness, decision and accuracy, are to supervise, either wholly or in part, the 
operation of a system of passenger elevators by mechanical and electrical indicator 
equipment. 


QUALIFICATIONS— 


1. If appointed by promotion, not less than one year of appropriate experience 
in Grade 1 of the Telephone Operator Group of the Clerical Service, or if appointed 
as the result of an open competitive examination, experience recognized by the 
Municipal Civil Service Commission as qualifying. 


2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


“It may be desirable to raise the maximum rate in this grade in the case of Starters in the 
Municipal Building when the present system of running the elevators entirely from the 
tower of the Municipal Building is changed and the Starters control the elevators from - 
the ground floor with the assistance of a dial on each elevator, with or without advice 
from the despatchers on the top floor. 


*This position may ultimately be abolished when the present system of running elevators 
from the tower of the Municipal Building is changed. 


217 


COMPENSATION— 


Range of annual compensation—$1140 to $1200 inclusive. 
Salary rates—$1140, $1200. 


STOREKEEPER GROUP 
SYMBOL (KS) 


The term Storekeeper Group is applied to those offices or employments of the Custodial 
Service in which incumbents are required to maintain stock within prescribed limits, to 
receive, inspect, store, issue on approved requisitions, classify and account for, according to 
prescribed methods and procedure, supplies, materials and equipment. 


GRADE 1 (KS1) 
TITLES OF POSITIONS — 


STORES FOREMAN 
DUTIES— 


The duties of incumbents of these positions are to make requisitions necessary 
to maintain stock within prescribed limits, to receive, inspect, store, issue on approved 
‘requisitions, classify and account for, according to prescribed methods and procedure, 
supplies, materials and equipment in isolated supply depots, yards or rooms under the 
supervision of a Storekeeper or Senior Storekeeper, or to act as assistant to a 


Storekeeper or Senior Storekeeper in a main or central storehouse, sub-storehouse 
Gr yard.. 


QUALIFICATIONS— 


1. Experience in storekeeping or in the handling of supplies, materials and 
equipment. 


2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$960 to $1200 inclusive. 
Salary rates—$960, $1020, $1080, $1140, $1200. 


GRADE 2 (KS 2) 
TITLES OF POSITIONS’ — 
STOREKEEPER 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Stores Foreman in the ward yards of the Borough of Queens. 
Yard Storekeepers in the Department of Water Supply, Gas and Electricity. 
*See also the position of Assistant Steward in Grade 2 of the Institutional Supervisor 
Group of the Institutional Service. 
*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents 
Storekeeper in the Department of Parks, Manhattan and Richmond. 
Storekeeper for the borough of Manhattan. 
Storekeeper for the borough of Queens. 
Storekeeper in the Department of Water Supply, Gas and Electricity. 


218 


DUTIES— 

The duties of incumbents of these positions, which may or may not be super- 
visory in character, are to make requisitions necessary to maintain stock within 
prescribed limits, to receive, inspect, store, issue on approved requisitions, classify 
and account for, according to prescribed methods and procedure, supplies, materials 
and equipment in a large storehouse, sub-storehouse or yard, or for a group of small 
storehouses, sub-storehouses or yards.* 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate expe- 
rience in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 

Range of annual compensation—$1320 to $1800 inclusive. 

Salary rates—$1320, $1440, $1560, $1680, $1800. 

SPECIAL REGULATION GOVERNING COMPENSATION— 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 

SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


$1320 rch e is cd tele care ce eye steiner 1 year 
1440 Pee eae re Rae yee te eee rere bend oe 
P50 Teese ae eit oe ne ore 2 years 
1680 ae spss Se ee ee ie eee ee Za 


GRADE 3 (KS3) 


TITLES OF POSITIONS’— 
SENIOR STOREKEEPER 
DUTIES— 

The duties of incumbents of these positions are to make requisitions necessary 
to maintain stock within prescribed limits, to receive, inspect, store, issue on approved 
requisitions, classify and account for, according to prescribed methods and pro- 
cedure, the supplies, materials and equipment of an entire department handling a 
large quantity and variety of stores or of a large interdepartmental storehouse or 
of a major division of a general stores department. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate expe- 
rience in Grade 2, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


*See also the position of Steward in Grade 3 of the Institutional Supervisor Group of the 
Institutional Service. « 
*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Senior Storekeeper of the Blackwell’s Island Storehouse for the Department of 
Public Charities. 


219 


COMPENSATION— 


Range of annual compensation—$1980 to $2580 inclusive. 
Salary rates—$1980, $2160, $2340, $2580. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


WATCHMAN GROUP 
SYMBOL (KW) 


The term Watchman Group is applied to those offices or employments of the Custodial 
Service in which incumbents are required to exercise care in the protection of property 
owned or controlled by or in the custody of the city from theft, fire or other injury or 
danger. 


GRADE 1 (KW1) 
TITLES OF POSITIONS— 
WATCHMAN’ 
DUTIES— 


The duties of incumbents of these positions, which may include cleaning or 
other light laboring work when so directed, are to exercise care in the protection 
of property owned or controlled by or in the custody of the city from theft, fire 
or other injury or danger. 


QUALIFICATIONS— 
1. Such qualifications as may be required by the Municipal Civil Service Com- 
mission. ° 


COMPENSATION— 


Regular Service Exclusive of Sundays: 
Range of annual compensation—$792 to $888 inclusive. 
Salary rates—$792, $816, $840, $864, $888. 
Temporary Service: 
Per diem compensation—$2.50. 


MISCELLANEOUS CUSTODIAN GROUP 
SYMBOL (KZ) 


The term Miscellaneous Custodian Group is applied to those offices or employments of 
the Custodial Service in which incumbents are required to perform routine or specialized 
custodial work of an exceptional nature not included in the other groups of the Custodial 
Service. 


Tt is recommended that persons be appointed to perform the duties of this position 
under the title Watchman only when the work is regular and cannot be satisfactorily per- 
formed by the temporary assignment of laborers or cleaners or by the appointment of 
laborer-watchmen. See Grade 1 of the Laborer Group of the Unskilled Service. 


220 


GRADE 1 (KZ1) 
TITLES OF POSITIONS’ — 


GUARD 
LIFE GUARD 
MONITOR 
DUTIES— 
Guard: 


The duties of Guards are to attend and accompany bank messengers, deputy 
city paymasters and other persons entrusted with the custody and disbursement of 
large sums of money in order to assist them in the safeguarding of these funds 
and to protect them in the discharge of their duty. 


Life Guard: 


The duties of Life Guards are to patrol public beaches and adjacent waters for 
the purpose of observing and warning or rescuing persons who are in danger of 
drowning. 


Monitor: 


The duties of Monitors are to be in attendance at civil service examinations, to 
distribute papers and other material, to guard against dishonest practices and to 
perform such incidental clerical work as may be required. 


QUALIFICATIONS— 
Guard, Life Guard, Monitor: 


1. Such qualifications as may be required by the Municipal Civil Service 
Commission. 


COMPENSATION— 
Guard: 
Range of annual compensation—$900 to $1200 inclusive. 
Salary rates—$900, $960, $1020, $1080, $1140, $1200. 
Life Guard: 
Per diem compensation—$3. 
Monitor: 


Per diem compensation—$4. 


"The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents : 
Guard in the City Paymaster’s office. 


221 


INSTITUTIONAL SERVICE 
SYMBOL (N) 


The term Institutional Service is applied to those offices or employments the 
duties of whose incumbents are to perform non-professional work incident to 
the maintenance and operation of city hospitals or charitable or correctional 
institutions and to the care of patients or inmates. 


CORRECTION OFFICER GROUP 
| SYMBOL (NO) 


The term Correction Officer Group is applied to those offices or employments of the 
Institutional Service in which incumbents are required to exercise custodial and correctional 
supervision over persons committed to correctional institutions or persons temporarily in 
custody in connection with the administration of justice. 


GRADE 1 (NO1) 


TITLES OF POSITIONS'— 
CORBRECTIONSOBRFICER 
CORRECTION MATRON 
POLICE MATRON 


DUTIES— 
Correction Officer, Correction Matron: . 
The duties of incumbents of these positions are to guard, discipline, care for 
and instruct inmates of correctional institutions. 
Police Matron: 


The duties of Police Matrons are to guard and care for women and children 
brought to or detained in station houses and to perform such other police duties 
as may be assigned by the captain of the precinct. 


QUALIFICATIONS— 
1. Such qualifications as may be required by the Municipal Civil Service Com- 
mission. 


COMPENSATION— 


Correction Officer: 


Range of annual compensation—$960 to $1320 inclusive. 
Salary rates—$960, $1020, $1080, $1140, $1200, $1260, $1320. 


Correction Matron, Police Matron: 


Range of annual compensation—$720 to $960 inclusive. 
Salary rates—$720, $780, $840, $900, $960. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Correction Officer in the Penitentiary. 
Correction Matron in the Workhouse. 


222 


GRADE 2 (NO2) 


TITLES OF POSITIONS’ — 


HEAD CORRECTION OFFICER 
HEAD CORRECTION MATRON 


DUTIES— 


The duties of incumbents of these positions are to supervise the work of 
Correction Officers and Matrons in Grade 1 and to perform such other services 
as may be incident to the maintenance of discipline and the enforcement of rules 
governing the action of keepers, the custody of inmates and the maintenance of 
quarters under their jurisdiction. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Head Correction Officer: 
Range of annual compensation—$1440 to $1800 inclusive. 
Salary rates—$1440, $1560, $1680, $1800 
Head Correction Matron: 
Range of annual compensation—$1080 to $1440 inclusive. 
Salary rates—$1080, $1200, $1320, $1440. 
SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


x 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Head Correction Officer: 


SLA es SO daly Soe at) Smee ae ee Oe ae 1 year, 

ibe Ry ACA Ce DEG abr at oa To Mon §.9 2 years 

1OSO 2 AO Oe te cae te aaa ee ee Ape 
Head Correction Matron: 

STOSO SS State Oe ie Wena ee ea 1 year 

ZOO de tes eG tee ee tas es te ne ee 2 years 

1320 35 An i eee eee cae the or 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Head Correction Officer in charge of a hall in the City Prison, Manhattan or 
Brooklyn. 


Head Correction Officer in charge of a small district prison, as the 2d District 
Prison (Jefferson Market). 


225 


GRADE 3 (NO3) 


TITLES OF POSITIONS'— 
ASSISTANT SUPERINTENDENT OF REFORMATORY 
ASSISTANT SUPERINTENDENT OF WOMEN (CORRECTION) 
DEPUTY WARDEN 


DUTIES— 


Assistant Superintendent of Reformatory: 

The duties of Assistant Superintendents of Reformatories, which involve 
responsibility for the work of employes in Grades 1 and 2, are to direct and be 
responsible for the whole of a small reformatory, or to assist the superintendent in 
the direction of a large reformatory. 


Assistant Superintendent of Women (Correction): 

The duties of Assistant Superintendents of Women (Correction), which involve 
responsibility for the work of employes in Grades 1 and 2, are to assist the Warden 
in the direction of that division of a large correctional institution set aside for 
women. 


Deputy Warden: 

The duties of Deputy Wardens, which involve responsibility for the work of 
employes in Grades 1 and 2, are to direct and be responsible for the whole of a 
small correctional institution or to assist the Warden in the direction of a large 
correctional institution. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission, 


COMPENSATION— 
Range of annual compensation—$1920 to $2280 inclusive. 
Salary rates—$1920, $2100, $2280. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate.‘ See also page 30. 


LOD act en coe Tee eee sats Gt lst 1 year 


*The following positions are among those appraised by the Bureau of Personal Service 


in this grade on the basis of duties performed by present incumbents: 


Deputy Warden of the Penitentiary. 

Deputy Warden of the City Prison in Manhattan or Brooklyn. 
Deputy Warden of the Workhouse on Blackwell’s Island. 

Assistant Superintendent of Women (Correction) at the Workhouse. 
Deputy Warden in charge of Branch Workhouse on Riker’s Island. 


224 
GRADE 4 (NO 4) 


TITLES OF POSITIONS’ — 


SUPERINTENDENT OF REFORMATORY 
SUPERINTENDENT OF WOMEN’S FARM 
WARDEN 

DUTIES— 


The duties of incumbents of these positions, which involve entire responsibility 
for the work of employes in Grades 1, 2 and 3, are to direct and be responsible for 
one large or several small correctional institutions. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 3, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 3. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$2520 to $3480 inclusive. 
Salary rates—$2520, $2760, $3000, $3240, $3480. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


CULINARY WORKER GROUP 
SYMBOL (NQ) 


The term Culinary Worker Group is applied to those offices or employments of the 
Institutional Service in which incumbents are required to prepare or to supervise the prepara- 
tion of foods for inmates and employes in city institutions, steamboats or other structures 
in which maintenance or part maintenance is provided, to inspect foods for fitness and 
quality, and to perform other related duties in kitchens, bake shops or butcher shops. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Warden in charge of the Peuitentiary. 
Warden in charge of all District Prisons. 
Warden in charge of the City Prison in Manhattan, Brooklyn or Cuecns 
Warden in charge of the Workhouse on Blackwell’s Island. 
Warden in charge of the Branch Workhouse on Hart’s Island. 


225 


GRADE 1 (NQ1) 
TITLES OF POSITIONS’*— 


BAKER? 
BUTCHER’ 
COOK A 
COOK B 
COOK C 
DUTIES— 
Baker: 


The duties of Bakers, which may or may not involve supervision of inmates, 
helpers, or other employes, are to mix, work and prepare dough for baking, to 
attend one or more ovens, and to perform other related duties. 


Butcher: 

The duties of Butchers, which may or may not involve supervision of inmates, 
helpers, or other employes, are to receipt for, weigh and inspect all meat received, 
to cut up upon requisition all sides, quarters and other cuts of meats, and to 
supervise and assist in cleaning and maintaining premises where meat is kept. 


Cook: 

The duties of Cooks, which may or may not involve supervision of inmates, 
helpers, or other employes, are to requisition and receipt for all necessary kitchen 
supplies, under the direction of a head cook or dietitian in the larger institutions, 
or independently in the smaller institutions, to prepare for immediate or future table 
use all varieties of foods and beverages, and to supervise and assist in Yritchens, 
pantries and supply rooms in the performance of all cooking operations and routine 


kitchen work. 


QUALIFICATIONS— 
1. Evidence of ability to perform the duties of the position satisfactory to the 
appointing officer. 
2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


. COMPENSATION— 
Baker: 

Range of annual compensation without maintenance—$1080 to $1200 inclusive. 
Annual salary rates—$1080, $1140, $1200. 
Range of annual compensation with full maintenance—$840 to $960 inclusive. 
Annual salary rates—$840, $900, $960. 
Range of monthly compensation without maintenance—$90 to $100 inclusive. 
Monthly salary rates—$90, $95, $100. 
Range of monthly compensation with full maintenance—$70 to $80 inclusive. 
Monthly salary rates—$70, $75, $80. 


*For convenience in designation Cooks in this grade will be known as Cook A, Cook B 
and Cook C. These titles will bear the following significance: Cook A refers to cooks 
in residences of Medical Superintendents; Cook B refers to assistant cooks in Nurses’ 
residences, in general kitchens of small hospitals, and in general kitchens of workhouses and 
prisons; Cook C refers to head cooks in Nurses’ residences, excepting Bellevue and in 
smallest hospitais, and first assistant cooks in general kitchens of largest hospitals. Persons 
employed under these three titles will receive the various rates of compensation indicated 
above. 

7It is open to question whether the positions as Baker and Head Baker belong in the 
Institutional Service or in the Skilled Trades Service. It has been decided to place them in 
the Institutional Service on account of their close relation to other positions in the Culinary 
Worker Group. The rates of compensation, however, are based upon the prevailing rates 


for Bakers. 


226 


Butcher: 


Range of annual compensation without maintenance—$660 to $840 inclusive. 
Annual salary rates—$660, $690, $720, $750, $780, $810, $840. 

Range of annual compensation with full maintenance—$420 to $600 inclusive. 
Annual salary rates—$420, $450, $480, $510, $540, $570, $600. 

Range of monthly compensation without maintenance—$55 to $70 inclusive. 

Monthly salary rates—$55, $57.50, $60, $62.50, $65, $67.50, $70. 

Range of monthly compensation with full maintenance—$35 to $50 inclusive. 
Monthly salary rates—$35, $37.50, $40, $42.50, $45, $47.50, $50. 


Cook A* (Cooks in residences of Medical Superintendents): 


Range of annual compensation with maintenance—$360 to $420 inclusive. 
Annual salary rates—$360, $390, $420. 
Range of monthly compensation with maintenance—$30 to $35 inclusive. 
Monthly salary rates—$30, $32.50, $35. 


Cook B (Assistant Cooks in Nurses’ residences, in general kitchens of small 
hospitals, and in general kitchens of work houses and prisons): 


Range of annual compensation with maintenance—$480 to $660 inclusive. 
Annual salary rates—$480, $510, $540, $570, $600, $630, $660. 
Range of monthly compensation with maintenance—$40 to $55 inclusive. 
Monthly salary rates—$40, $42.50, $45, $47.50, $50, $52.50, $55. 


*The following tentative close appraisals are based upon present conditions and are being 
used currently by the Bureau of Personal Service in its reports to the Committee on Salaries 
and Grades of the Board of Estimate and Apportionment. The value of these positions, 


as of many others, must naturally be subject to reappraisal from time to time in accordance 
with changing conditions. 


$360 to $420 with maintenance— 
Cook in residence of: 
General Medical Superintendent of Bellevue and Allied Hospitals. 
Superintendent of Kings County Hospital. 
Superintendent of Metropolitan Hospital. 
Superintendent of Sea View Hospital. 


$480 to $660 with maintenance— 


2nd Assistant Cook—Main Kitchen—Bellevue. 
Assistant Cook—Male or Female Division—Otisville. 
Assistant Cook—Mills Training School. 
Assistant Cook at Work Houses and Prisons. 
Assistant Cook—Gouverneur, Harlem and Fordham Hospitals. 
Assistant Cook in Nurses’ Residence at: 

Bellevue Hospital. 

Metropolitan Hospital. 

Kings County Hospital. 

Harlem Hospital. 

City Hospital. 


$600 to $720 with maintenance— 


Head Cook, Nurses’ Residence—Metropolitan, City or Kings County Hospital. 
Ist Assistant Cook—Main Kitchen—Metropolitan Hospital. 

Ist Assistant Cook—Main Kitchen—Bellevue Hospital. 

Head Cook—Neponsit Beach Hospital. 

Cook—Mills Training School. 


224 


Cook C (Head Cooks in Nurses’ residences, excepting Bellevue and in small- 
est hospitals and first Assistant Cooks in general kitchens of largest 
hospitals): 


Range of annual compensation with maintenance—$600 to $720 inclusive. 
Annual salary rates—$600, $630, $660, $690, $720. 

Range of monthly compensation with maintenance—$50 to $60 inclusive. 
Monthly salary rates—$50, $52.50, $55, $57.50, $60. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
" service required at each rate before advancement to the next rate. See also page 30. 
Baker: 


RIOR etiee ce See ee RONG eat ee cece ae 1 year 

LTA Rieter toe OOO er ee yecdens nets & D Suerte sks Tae fae Ne th er 
Butcher: 

SOG Seer 8 PAs ee SoS OCS cect eae $55, U0 eee 14 year 
oy Ue et ented ADE Cees eats NY il ger eg hp ORT eae 5 iad 
TAN ea pate ee tt AUR eects oe CUZ00 2s yar. ae BU OG otras ers 
FEW, dn Vee LO AP ek aA G2ES0 Ge mene a2 See ee le 
Yh. 0 ag Re rae S40 oe aee es « GonUOT ee tan AL MR Ape shal jin Pg 
BLO Mra ca te WAV AE Roe pees GPE en cote ok Ai ag anid Lic Ws 


Cook B (Assistant Cooks in Nurses’ residences, in general kitchens of small 
hospitals, and in general kitchens of work houses and prisons): 


Se ak AS Reng gh Pe SAU OO Uma eee eed ate ee oe 14 year 
mC So. beat at coe eas be aa ge 1 Weta) Uy) op ee apna S nihae b ae ek IE 34 Ne 
SAO reson wa Emer. « eet EN « PISS AAA ee Seni Sig ar i ah a iain 
SZ ep eee eee es ate oe APO ae erecta etnias Gee weiss os 
CU rer ite a cee” alate ct, DER OU teeter tre’. Cire iar eats fs [bate 
£5 Up eee vote Gite We SAR eae Le WP ae Beak re Saree Lae was 


Cook C (Head Cooks in Nurses’ residences, excepting Bellevue and in small- 
est hospitals and first Assistant Cooks in general kitchens of largest 


hospitals): 

DOr tte ale We Rte tls ans SOUS OU AN etce < eteen ad an es WAS oe 14 year 
CBU MeGON eee pera reas ars Se Uy SR Pr dietie: ae Sar Maus 
OO Eseries eck ne eae ae 55 OU mes tectace tates Gia en ee te 


228 


GRADE 2 (NQ 2) 


TITLES OF POSITIONS'— 


HEAD BAKER’ 
HEAD BUTCHER 
HEAD COOK’ 


DUTIES— 


Head Baker: 


The duties of Head Bakers, which involve supervision of Bakers in Grade 1 
and of helpers, are to be responsible for all baking for distribution to a group of 
institutions in a large city department or departments. 


Head Butcher: 


The duties of Head Butchers, which involve supervision of Butchers in Grade 1 
and of helpers, are to be responsible for all butchering work for a group of 
institutions, or for the receipt and inspection of meat in one large institution. 


Head Cook: 


The duties of Head Cooks, which involve supervision of Cooks in Grade 1 
and of helpers, are similar to those performed by Cooks in Grade 1, but include 
responsibility for the preparation of meals for large groups of inmates, patients 
or employes. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, appropriate experience in Grade 1, or if appointed 
as the result of non-competitive examination, evidence of ability to perform the 
duties of the position satisfactory to the appointing officer. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 

Head Baker in the Blackwell’s Island Bakery of the Department of Public Charities. 

Head Butcher at Kings County Hospital, Sea View Hospital, or Bellevue and Allied 
Hospitals. 

Flead Cook at: 
Brooklyn Home for Aged and Infirm. 
New York City Home for Aged and Infirm. 
Willard Parker Hospital. 
Kingston Avenue Hospital. 
Riverside Hospital. 
Work House—Hart’s Island. 
City Prisons—Manhattan and Brooklyn. 
Reformatory—New Hampton. 
Male or Female Division—Otisville. 
Main Kitchen—Nurses’ Residence—Bellevue Hospital. 
Kings County Hospital. 
Sea View Hospital. 
City Hospital. 
Metropolitan Hospital. 
New York City Children’s Hospitals and Schools. 

*See note on Baker in Grade 1 of this Group. 


eal 


229 


COMPENSATION— 


Head Baker: 
Range of annual compensation without maintenance—$1260 to $1380 inclusive. 
Annual salary rates—$1260, $1320, $1380. 
Range of monthly compensation without maintenance—$105 to $115 inclusive. 
Monthly salary rates—$105, $110, $115. 


Head Butcher: 
Range of annual compensation without maintenance—$900 to $1140 inclusive. 
Annual salary rates—$900, $930, $960, $990, $1020, $1050, $1080, $1110, $1140. 
Range of annual compensation with full maintenance—$660 to $900 inclusive. 
Annual salary rates—$660, $690, $720, $750, $780, $810, $840, $870, $900. 
Range of monthly compensation without maintenance—$75 to $95 inclusive. 
Monthly salary rates—$75, $77.50, $80, $82.50, $85, $87.50, $90, $92.50, $95. 
Range of monthly compensation with full maintenance—$55 to $75 inclusive. 
Monthly salary rates—$55, $57.50, $60, $62.50, $65, $67.50, $70, $72.50, $75. 


Head Cook: 
Range of annual compensation without maintenance—$1020 to $1140 inclusive. 
Annual salary rates—$1020, $1050, $1080, $1110, $1140. 
Range of annual compensation with maintenance—$780 to $900 inclusive. 
Annual salary rates—$780, $810, $840, $870, $900. 
Range of monthly compensation without maintenance—$85 to $95 inclusive. 
Monthly salary rates—$85, $87.50, $90, $92.50, $95. 
Range of monthly compensation with maintenance—$65 to $75 inclusive. 
Monthly salary rates—$65, $67.50, $70, $72.50, $75. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Head Cook: 

Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are condi- 
tional upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Head Baker: 


Bg Aa (cto SH. ge es er a S105 Bee cde a Seite ee conte: 1 year 
L320 Freee tie ANG ae eek EO See ase rc cron ees ae 
Head Butcher: 
OOD tra eee SOO Saosin ies CAL Rae S55: OU er eee ae 14 year 
O30 ee he oS URE aha eee Fi irs WE AR ar SY ital UR ae eaeati 37 0F 
DOU anes. TENG Rare SOOO Se eee CULO. eee Le: 
OO Ra oe TOU ee ea es 82 SO eee ees 62550 et ee in 
10204 eee TOO SAE eee S570045, 2 are Hoses ee Totes 
10502. ees SIO. 87250 arn Bee 6/250 Seen gots Mo Me 
LOSOeSex . fee 840 ; Ba. Riess 0000 sine FU OO eee ee lent: 
THOT oie ce S/Oatet yeas OZ SOT ee aes (Len Sere es s Laat 
Head Cook: 
SIOZ ee, wee ea S7 BO ee acer, Seas seco sees SOOM r ras os i year 
1050 eae ae STOR e es Resa as Ges are Meer. a eta 
LOQD Se a ac ee SAQ Seer 00 O02 Wane: TUPI Uae Ae ey 


230 


DIETITIAN GROUP 
SYMBOL (ND) 


The term Dietitian Group is applied to those offices or employments of the Institutional 
Service’ in which incumbents are required to supervise and be responsible for the planning 
of diets, the requisition, storage, preparation and serving of foods, and the work of cooks, 
waitresses and other dietary helpers. 


GRADE I (ND I) 


TITLES OF POSITIONS'— 


PUPILYDIET TITAN 
DUTIES— 


The duties of incumbents of these positions are to receive such instruction 
and to perform under supervision such general apprentice work in the practice of 
dietetics as is incident to training for the position of Dietitian. 


QUALIFICATIONS— 


1. A diploma or certificate granted on the completion of a one-year standard 
course of instruction in domestic science, including courses in physiological chem- 
istry and dietetics or nutrition, at a technical school of recognized standing, or 
proof of other training or experience recognized by the Municipal Civil Service 
Commission as the equivalent. 

2. Evidence of ability to perform the duties of the position satisfactory to the 
appointing officer. 


COMPENSATION— 
Annual compensation—$120 with maintenance. 


GRADE 2 (ND 2) 


TITLES OF POSITIONS— 


DIETITIAN 
DUTIES— 

The duties of incumbents of these positions are to perform such definite details 
of dietary work in a large hospital as may be assigned by the head dietitian and to 
supervise the work of pupil dietitians, or to direct and be responsible for the dietary 
work in a small hospital or in a large charitable institution for children or the aged.® 


QUALIFICATIONS— 


1. A diploma or certificate granted on the completion of a one-year standard 
course of instruction in domestic science, including courses in physiological chemistry 
and dietetics or nutrition, at a technical school of recognized .standing, or proof of 
other training or experience recognized by the Municipal Civil Service Commission 
as the equivalent. 

2. Experience in the practice of dietetics. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Pupil Dietitians at Kings County Hospital, Metropolitan Hospital and City Hospital. 
°The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Dietitian in charge of the dietary work of the Coney Island Hospital or the New 
York City Children’s Hospitals and Schools. 
Dietition at Bellevue Hospital. 
*See Grades 1 and 2 of the Supervisor Group of the Institutional Service. 


oon 


COMPENSATION— 


Range of annual compensation—$720 to $900 inclusive, with maintenance. 
Salary rates—$720, $780, $840, $900. 


GRADE 3 (ND 3) 
TITLES OF POSITIONS'— 


HEAD DIETITIAN 
DUTIES— 


The duties of incumbents of these positions are to direct and be responsible for 
the dietary work in a large hospital, or to direct and be responsible for the dietary 
work in a training school for nurses and to instruct the nurses in dietetics. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than three years of appropriate expe- 
rience in Grade 2, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$1020 to $1380 inclusive, with maintenance. 
Salary rates—$1020, $1140, $1260, $1380. 


GRADE 4 (ND 4) 
TITLES OF POSITIONS’— 


DEPARTMENTAL DIETITIAN 
DUTIES— 


The duties of incumbents of these positions, which require the highest order of 
specialized knowledge of dietetics, are to direct and be responsible for the dietary 
work of an entire city department. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than two years of appropriate expe- 
rience in Grade 3, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 3. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$1800 to $2820 inclusive, with or without main- 
tenance. 


Salary rates—$1800, $1980, $2160, $2340, $2580, $2820. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
' Head Dietitian at Bellevue Hospital or City Hospital. 
*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Departmental Dietitian for the Department of Health. 


232 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are con- 
ditional upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be per- 
formed. 


HELPER GROUP 
SYMBOL (NH) 


The term Helper Group is applied to those offices or employments of the Institutional 
Service in which incumbents are required to perform domestic or other.-minor manual work 
about buildings and grounds, incident to the maintenance of city hospitals or charitable 
or correctional institutions, other than the duties performed by persons in the Hospital 
Attendant Group. 


GRADE 1 (NH1) 


TITLES OF POSITIONS— 


JUNIOR HOSPITAL HELPER 
DUTIES— 


The duties of incumbents of these positions are to perform the least important 
and responsible domestic or other manual work incident to the maintenance of city 
hospitals or charitable institutions, other than contagious disease or emergency 
hospitals.” 


Examples: 
Performing general utility work of minor consequence. 
Assisting in any activity mentioned in Grade 2. 


QUALIFICATIONS— 


1. Evidence of ability to perform the duties of the position satisfactory to 
the appointing officer. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation with maintenance—$120 to $150 inclusive. 
Annual salary rates—$120, $150. 

Range of monthly compensation with maintenance—$10 to $12.50 inclusive. 
Monthly salary rates—$10, $12.50. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


DLO cee cor fhe ec eee S10 oc. unc ema eee 4 year 


“The number of persons in this grade should be carefully restricted. It provides for 
patients or inmates whose services require a small compensation, but who do not render 
the continuous and effective service required in Grade 2. At the present time this grade is 
required only in the following institutions: Otisville, Riverside, the tuberculosis service of 
Metropolitan Hospital and other tuberculosis hospitals, Homes for the Aged and Infirm 
and the Municipal Lodging House. 


233 


GRADE 2 (NH2) 


TITLES OF POSITIONS'— 


HOSPITAESHEUCPER A 
HOS DLBAUS EP E RB 
HOSPITAL HELPER C 
PRISON HELPER A 
PRISONGHELPER.B 
SEAMSTRESS 


DUTIES— 


The duties of incumbents of these positions are to perform responsible domestic 
or other manual work incident to the maintenance of city hospitals or charitable 
or correctional institutions. 


QUALIFICATIONS— 


1. Evidence of ability to perform the duties of the position satisfactory to 
the appointing officer. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Men: 


Hospital Helper A (Men employed as Cleaners, Kitchen Helpers, Waiters, 
Helpers in drug-rooms, storehouses, bakeries, stables, clothes and mend- 
ing rooms, etc., transporters of patients, less responsible Watchmen 
and Elevator Operators, or Helpers engaged in performing minor 
handicraft or mechanical work about grounds, plant, buildings and 
equipment), Prison Helper A: 


Range of annual compensation without maintenance—$528 to $600 inclusive. 
Annual salary rates—$528, $552, $576, $600. 

Range of annual compensation with full maintenance—$288 to $360 inclusive. 
Annual salary rates—$288, $312, $336, $360. 

Range of monthly compensation without maintenance—$44 to $50 inclusive. 
Monthly salary rates—$44, $46, $48, $50. : 
Range of monthly compensation with full maintenance—$24 to $30 inclusive. 
Monthly salary rates—$24, $26, $28, $30. 


*For convenience in designation, Hospital Helpers in this grade will be known as Hospi- 
tal Helper A, Hospital Helper B and Hospital Helper C, and Prison Helpers 
as Prison Helper A and Prison Helper B. These titles will bear the following 
significance: Hospital Helper A refers to men employed as Cleaners, Kitchen Helpers, 
Waiters, Helpers in drug-rooms, storehouses, bakeries, stables, clothes and mending rooms, 
etc., transporters of patients, less responsible Watchmen and Elevator Operators, or Helpers 
engaged in performing minor handicraft or mechanical work about grounds, plant, buildings 
and equipment; Hospital Helper B refers to women employed as Waitresses, Chambermaids 
in nurses’ homes and in staff residences, Helpers in diet kitchens; Hospital Helper C refers 
to women employed as Cleaners, Pantry and Kitchen Helpers, Chambermaids other than 
those employed in nurses’ homes and staff residences, and other women helpers performing 
work of similar standard; Prison Helper A refers to men; Prison Helper B refers to 
women. Persons employed under these five titles will receive the various rates of com- 
pensation indicated above. 


234 


Women: 


Hospital Helper B (Women employed as Waitresses, Chambermaids in nurses’ 
homes and in staff residences, Helpers in diet kitchens), Prison Helper 
B, Seamstress: 


Range of annual compensation without maintenance—$504 to $576 inclusive. 
Annual salary rates—$504, $528, $552, $576. 

Range of annual compensation with full maintenance—$264 to $336 inclusive. 
Annual salary rates—$264, $288, $312, $336. 

Range of monthly compensation without maintenance—$42 to $48 inclusive. 
Monthly salary rates—$42, $44, $46, $48. 

Range of monthly compensation with full maintenance—$22 to $28 inclusive. 
Monthly salary rates—$22, $24, $26, $28. 


Hospital Helper C (Women employed as Cleaners, Pantry and Kitchen Helpers, 
Chambermaids other than those employed in nurses’ homes and staff 
residences, and other women helpers performing work of similar 
standard): 


Range of annual compensation without maintenance—$480 to $552 inclusive. 
Annual salary rates—$480, $504, $528, $552. 

Range of annual compensation with full maintenance—$240 to $312 inclusive. 
Annual salary rates—$240, $264, $288, $312. 

Range of monthly compensation without maintenance—$40 to $46 inclusive. 
Monthly salary rates—$40, $42, $44, $46. 

Range of monthly compensation with full maintenance—$20 to $26 inclusive. 
Monthly salary rates—$20, $22, $24, $26. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Men: 

Hospital Helper A (Men employed as Cleaners, Kitchen Helpers, Waiters, 
Helpers in drug-rooms, storehouses, bakeries, stables, clothes and 
mending rooms, etc., transporters of patients, less responsible Watch- 
men and Elevator Operators, or Helpers engaged in performing minor 
handicraft or mechanical work about grounds, plant, buildings and 
equipment), Prison Helper A: 


S599 Ghee Cee PIER tee cy 44 a Pa. 594s: Meee 4 year 
552 he eee 312 see ca ABN a ae D6 fe cae af ae 
576? oe B86 Me heen Le Ae rao 23 Jae i TS 


Women: 


Hospital Helper B (Women employed as Waitresses, Chambermaids in nurses’ 
homes and in staff residences, Helpers in diet kitchens), Prison Helper 
B, Seamstress: 


Pah 


Hospital Helper C (Women employed as Cleaners, Pantry and Kitchen Helpers, 
Chambermaids other than those employed in nurses’ homes and staff 
residences, and other women helpers performing work of similar 


standard): 

AOU Stay ran ee ZA Oee Sens a oh ee eA Dee Oe 14 year 
OO ae amy are do Leone ee cae c's sie: Hoh a AN ar Re i a 
SLD eh et ees COCs ace 12 eee ed LE en te Os iho 


GRADE 3 (NH3) 


TITLES OF POSITIONS— 


SUNIOR EOSPIPAL HELPER A 
SENIOR HOSPITAL HELPER’ B 
SENIOR PRISON HELPER A 
SENIORS PRISONS EEPHRAB 
HEAD SEAMSTRESS 

DUTIES— 


The duties of incumbents of these positions are to perform domestic or other 
manual work of a more difficult or supervisory nature and requiring considerable 
trustworthiness or independent and responsible handicraft or mechanical work inci- 
dent to the maintenance of city hospitals or charitable or correctional institutions. 

Examples: 

Supervising a group of helpers or inmates engaged in cleaning wards, dor- 
mitories, halls and buildings; in serving and distributing foods; in 
manufacturing linen goods; in marking, repairing and distributing 
clothing; in fumigating clothing; in the operation of a piggery. 

Performing independently more difficult work, such as polishing floors, bar- 
bering, repairing mattresses and chairs. 

Performing independently responsible work requiring knowledge of car- 
pentry, plumbing, gardening, repairing of machinery, painting, electrical 
work, oiling, firing, tinsmithing, locksmithing, steamfitting. 

Operating ice machines. 

Driving morgue, garbage and delivery wagons. 


QUALIFICATIONS— 


' 1. Evidence of ability to perform the duties of the position satisfactory to 
the appointing officer. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Men: 
Senior Hospital Helper A, Senior Prison Helper A: 


Range of annual compensation without maintenance—$630 to $780 inclusive. 
Annual salary rates—$630, $660, $690, $720, $750, $780. 

Range of annual compensation with full maintenance—$390 to $540 inclusive. 
Annual salary rates—$390, $420, $450, $480, $510, $540. 

Range of monthly compensation without maintenance—$52.50 to $65 inclusive. 
Monthly salary rates—$52.50, $55, $57.50, $60, $62.50, $65. 

Range of monthly compensation with full maintenance—$32.50 to $45 inclusive. 
Monthly salary rates—$32.50, $35, $37.50, $40, $42.50, $45. 


*For convenience in designation, Helpers in this grade will be known as Senior Hospital 
Helper A and Senior Prison Helper A, referring to men, and Senior Hospital Helper B 
and Senior Prison Helper B, referring to women. 


236 


Women: 

Head Seamstress, Senior Hospital Helper B, Senior Prison Helper B: 
Range of annual compensation without maintenance—$600 to $690 inclusive. 
Annual salary rates—$600, $630, $660, $690. 

Range of annual compensation with full maintenance—$360 to $450 inclusive. 
Annual salary rates—$360, $390, $420, $450. 

Range of monthly compensation without maintenance—$50 to $57.50 inclusive. 
Monthly salary rates—$50, $52.50, $55, $57.50. 

Range of monthly compensation with full maintenance—$30 to $37.50 inclusive. 
Monthly salary rates—$30, $32.50, $35, $37.50. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Men: 
Senior Hospital Helper A, Senior Prison Helper A: 
$650 Se eee te S500 Fi. ane ce 6520s S32 850 see aoa Y% year 
COO TELE s es AZ Boe see 55700 Ie eaten 35 DOS Cae 44° 
600 ee A50iteie heer 5/200 Bee ok BT SOC ee tones 
f 20 oe eee AQ0S ee eet OO, UO r een AQIDOT . Wea jae 
FoUse or mek S1Qi oe eee 62650 seer ses A250 Ae ee ie he: 
Women: 
Head Seamstress, Senior Hospital Helper B, Senior Prison Helper B: 
SOOO Eee eats SOOO Wve seein SSOLODae eee eee S30 002 ee 4 year 
630 oF eae SOO este ae 52400525 oe Stes! Rope perogean as 
6600 seg eee ee a2 pee S500 name 35: DOA eee 145 


HOSPITAL ATTENDANT GROUP 
SYMBOL (NA) 


The term Hospital Attendant Group is applied to those offices or employments of the 
Institutional Service in which incumbents are required to perform under supervision duties 
not requiring registration as a graduate nurse, incident to the nursing, care and comfort 
of patients or inmates in city hospitals or charitable or correctional institutions. 


GRADE 1 (NA1) 
TITLES OF POSITIONS— 
PUPIL HOSPITAL ATTENDANT 


DUTIES— 


The duties of incumbents of these positions are to receive instruction in the 
nursing and care of patients and to render such assistance to nurses and physicians 
as may be required. 


QUALIFICATIONS— 


1. Evidence of ability to perform the duties of the position satisfactory to the 
appointing officer. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Annual compensation—$180 with maintenance. 


237 


GRADE 2 (NA 2) 


TITLES OF POSITIONS'’*— 


HOSPITAL ATTENDANT A 

HOSPITAL ATTENDANT B 

HOSPITAL ATTENDANT C 

NURSES’ ASSISTANT 
DUTIES— 


Hospital Attendant: 


The duties of Hospital Attendants, which require considerable skill and experi- 
ence in practical nursing, but no professional training, are to perform under 
professional supervision those duties not requiring registration as a graduate nurse 
which are incident to the nursing, care and comfort of patients or inmates in city 
hospitals, clinics or charitable or correctional institutions. 


Nurse’s Assistant: 


The duties of Nurses’ Assistants are to assist Nurses at milk stations of the 
Department of Health in interviewing mothers at the stations, in the weighing of 
infants, and in the care and distribution of milk, to make visits to mothers of 
infants for the purpose of securing their attendance at the milk stations and to 
render such other assistance to milk station Nurses as may be required. 


QUALIFICATIONS— 


1, Evidence of ability to perform the duties of the position satisfactory to the 
appointing officer. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Hospital Attendant A (Hospital Attendants in tuberculosis wards for primary 
and secondary cases, except when the employe is a tuberculosis case, 
and in all other services except those mentioned below): 


Range of annual compensation without maintenance—$600 to $780 inclusive. 
Annual salary rates—$600, $630, $660, $690, $720, $750, $780. 

Range of annual compensation with full maintenance—$360 to $540 inclusive. 
Annual salary rates—$360, $390, $420, $450, $480, $510, $540. 

Range of monthly compensation without maintenance—$50 to $65 inclusive. 
Monthly salary rates—$50, $52.50, $55, $57.50, $60, $62.50, $65. 

Range of monthly compensation with full maintenance—$30 to $45 inclusive. 


Monthly salary rates—$30, $32.50, $35, $37.50, $40, $42.50, $45. 


‘For convenience in designation, Hospital Attendants in this grade will be known as 
Hospital Attendant A, Hospital Attendant B, Hospital Attendant C. These titles will bear 
the following significance: Hospital Attendant A refers to Hospital Attendants in tubercu- 
losis wards for primary and secondary cases except when the employe is a tuberculosis case, 
and in all other services excepting those mentioned below; Hospital Attendant B refers to 
Hospital Attendants in wards for genito-urinary, luetic and erysipelas cases, for tuberculosis 
cases in a tertiary stage, in psychopathic wards and in the contagious wards in the hospitals 
of the Department of Health; Hospital Attendant C refers to Attendants who are them- 
selves tuberculosis cases in tuberculosis wards for primary and secondary cases. Persons 
employed under these three titles will receive the various rates of compensation indicated 
above. 

*It is intended to limit the title Nurse to registered graduate Nurses. The titles Pupil 
Hospital Attendant and Hospital Attendant will cover employes not entitled to registration 
as graduate nurses (male employes in the majority of cases), who are receiving training in 
a school for Hospital Attendants or who are so-called “ practical nurses,’ whether graduates 
of a school for Hospital Attendants or not. 


238 


Hospital Attendant B (Hospital Attendants in wards for genito-urinary, luetic 


and erysipelas cases, for tuberculosis cases in a tertiary stage, in psycho- 
pathic wards and in the contagious wards of the hospitals of the Depart- 
ment of Health): 


Range of annual compensation without maintenance—$/20 to $900 inclusive. 
Annual salary rates—$720, $750, $780, $810, $840, $870, $900. 

Range of annual compensation with full maintenance—$480 to $660 inclusive. 
Annual salary rates—$480, $510, $540, $570, $600, $630, $660. 

Range of monthly compensation without maintenance—$60 to $75 inclusive. 
Monthly salary rates—$60, $62.50, $65, $67.50, $70, $72.50, $75. 

Range of monthly compensation with full maintenance—$40 to $55 inclusive. 
Monthly salary rates—$40, $42.50, $45, $47.50, $50, $52.50, $55. 


Hospital Attendant C (Hospital Attendants who are themselves tuberculosis 


cases in tuberculosis wards for primary and secondary cases): 

Range of annual compensation without maintenance—$540 to $720 inclusive. . 
Annual salary rates—$540, $570, $600, $630, $660, $690, $720. 

Range of annual compensation with full maintenance—$300 to $480 inclusive. 
Annual salary rates—$300, $330, $360, $390, $420, $450, $480. 

Range of monthly compensation without maintenance—$45 to $60 inclusive 
Monthly salary rates—$45, $47.50, $50, $52.50, $55, $57.50, $60. 

Range of monthly compensation with full maintenance—$25 to $40 inclusive 
Monthly salary rates—$25, $27.50, $30, $32.50, $35, $37.50, $40. 


Nurse’s Assistant: 


Range of annual compensation for services averaging not less than 28 hours 


a week—$420 to $540 inclusive. 


Salary rates—$420, $450, $480, $510, $540. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


service required at each rate before advancement to the next rate. 


The following table indicates the minimum number of years of meritorious 
See also page 30. 


Hospital Attendant A: 


SOU0 Tse eee i 6 prs agen SSO ROO ae eee S30; OU Re actraens 14 year 
630 Feet eae OOO TE laget ines: vara) A Nieto dec Pao) Urge B 1! & Ree 
OOO ee B20 Sree SOLOO iter te. SoU Nee 15 
OOO es ASO POA Stoo Siete eee 3/ TOU Seeks eee ines 
PPV Ginn ASL) De osae riers OD D0 er eee AO erin fe iy 
VES Ws yen 5 SLU Sere teen OLE i ee MAS pl Sy iolbtial on le ies 

Hospital Attendant B: 

S720 eee nae ee PAR i geet chee $60) 00 Gere meee $4000 a wea as 14 year 
TOS es S107 eee. G7 SUC nee de WAL BO Sonestiepsinea Ae om 
Oo Wie spl gi D40e celeste OS. 00 mene gee A500 Ee eee i te 
BO secre S/O cee eee G7 250 sen tee 470 Sig see hy 
oh baa ee ans CUO Tet tee JU SOUR Tee 50 OU ts ener Wa ee 
Oo Ore ty Serene! 6305 kee Vl Aree UE Os oboe SZESU Paes aee 1 

Hospital Attendant C: 

bier hort eae <poU0l. a. ae SAS: OTe ae ee S250 0G seen ee 14 year 
by Orem eck eee Oana eae AT SSO Soa ee: 2/- Oar meee 4% = 
O00 eee: S00 Seats weree 50. 00.852 vere ee SUS00 Ptaere ie 1 
G30 Rene ce DOOR ote 522005 ee SAEED Breyer Lee 
COOS ee ser ce A 20 Die eas 35) 0027 eee So O00 eee 1 & 
GOO tae ae ASO Ree Set ss 57350 pea emeee eal) Pave ates lee 


239 


Nurse’s Assistant: 


ae Reng ial o irre PRIS a eaic, Oe Mieca wile Sates eats acura wise vig mine e'e e's lL year 
ASU eaten Sev emr OGM pete age ete Ne Ire rele eines cad bce biel pia'ela viet bets 
titel Px Sth ee ING tae AE Ag IMRT ICING Pa eat a jy 
IME cate Ae BES ihe hy Sh ehh gee Bales aa Ge Say ei ea A A Lae 


INSTITUTIONAL CLERK GROUP 
SYMBOL (NC) 


The term Institutional Clerk Group is applied to those offices or employments of the 
Institutional Service in which incumbents are required to perform prescribed routine or 
specialized clerical work of minor consequence in city hospitals or charitable or correctional 
institutions. 


GRADE 1A (NCIA)' 
- TITLES OF POSITIONS— 


AS Loree dt RUIION ALS CLERKS A 
DUTIES— 


The duties of incumbents of these positions are to perform, under supervision, 
in city hospitals or charitable or correctional institutions, clerical work of the char- 
acter and standard of Grade 2A of the Clerk Group of the Clerical Service, includ- 
ing work of corresponding grade in other groups of the Clerical Service. 


Examples: 


Plain longhand copying. 

Keeping card indices. 

Recording, indexing and filing correspondence. 

Receiving and distributing routine reports and applications. 

Making out and tabulating daily, weekly and monthly reports, simple charts 
and statistics. 

Registering and verifying extensions and additions on orders and invoices. 

Writing, registering and scheduling vouchers. 

Operating correspondence and tickler files. 

Operating tabulating machines, adding and scheduling machines, addresso- 
graphs, multigraphs and mimeographs. 


QUALIFICATIONS— 
1. Evidence of ability to perform the duties of the position satisfactory to the 
appointing officer. 
2. Such qualifications as may be required by the Municipal Civil Service Com- 
mission. 
If the position is classified as non-competitive, the minimum qualifications shall 
consist of 1 and 2; if competitive, the minimum qualifications shall consist of 2. 


*This grade covers clerical positions in institutions at salaries below $600 with mainte- 
nance, which are placed by the Civil Service Commission in the non-competitive class and 
positions without maintenance at salary rates from $600 to $720, which are generally placed 
by the Civil Service Commission in the competitive class, but which are filled by certification 
from a special list for Assistant Institutional Clerk. In a few cases these latter positions 
will be placed by the Civil Service Commission in the non-competitive class. See also 
Grade 1B. 

Clerical work requiring a higher degree of responsibility and ability than is indicated 
in this group should be performed by employes in the Clerk Group and other groups of the 
Clerical Service. 


240 


COMPENSATION— 
Range of annual compensation without maintenance—$600 to $720 inclusive. 
Annual salary rates—$600, $660, $720. 
Range of annual compensation with full maintenance—$360 to $540 inclusive. 
Annual salary rates—$360, $420, $480, $540. 

SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


S600 UG Shera tere. eee ae S500 Ss CEE aU ee Penne ae ee 1 year 
GOO S. va se cen cee tees eae: ADO EF oe ee cee ae eer here pe 
ABO 7 aes sats tele tice esheets 1s: 


GRADE 1B (NC1B)' 
TITLES OF POSITIONS— 


ASSISTANT INSTITUTIONAL CLERK B 
DUTIES— 


The duties of incumbents of these positions, which may involve limited supervi- 
sion, are to perform in city hospitals or charitable or correctional institutions cler- 
ical work of the character and standard of Grade 2B of the Clerk Group of the 
Clerical Service, including work of corresponding grade in other groups of the 
Clerical Service. 

Examples: 


Keeping important official records. 
Copying and compiling cost account records under supervision. 
Filing and keeping in custody important papers and records. 


Receiving for custody and returning property in small property divisions. 
Making up and verifying payrolls. 
Filing and indexing medical records. 

QUALIFICATIONS— 

1. Evidence of ability to perform the duties of the position satisfactory to the 
appointing officer. 

2. Such qualifications as may be required by the Municipal Civil Service Com- 
mission. 

If the position is classified as non-competitive, the minimum qualifications 
shall consist of 1 and 2; if competitive, the minimum qualifications shall con- 
sist of 2. 

COMPENSATION— 


Range of annual compensation without maintenance—$840 to $1200 inclusive. 
Salary rates—$840, $960, $1080, $1200. 

Range of annual compensation with maintenance—$600 to $960 inclusive. 
Salary rates—$600, $720, $840, $960. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 


service required at each rate before advancement to the next rate. See also page 30. 


SOTERA asics es seek $000 3.5 ae eee eee eee eee 1 year 
OO eer eee ees isa eee 720s aks sate Cente ae ins 
DUS Se oe eile cucatices aaa OE eee B40... awe celine ee ene BS 


- *Positions in this grade are generally placed by the Civil Service Commission in the 
competitive class, but are filled by certification from a special list for Assistant Institutional 


Clerk. In a few cases these positions will be placed by the Civil Service Commission in the 
non-competitive class. 


241 


INSTITUTIONAL SUPERVISOR GROUP 
SYMBOL (NS) 


The term Institutional Supervisor Group is applied to those offices or employments of 
the Institutional Service in which incumbents are required to supervise and be responsible 
for household administration including in some cases dietary work, the maintenance of 
grounds, buildings and other property, and the non-professional care of patients and inmates 
in city hospitals and charitable institutions. 


GRADE 1 (NS1) 


TITLES OF POSITIONS — 
MATRON 
OVERSEER 
DUTIES— 


Matron: 

The duties of Matrons, which involve supervision of the work of inmates, 
helpers and other employes, are to be responsible for general household administra- 
tion, including in some cases dietary work, and non-professional care of patients 
or inmates in a small hospital or charitable institution, or for one or both of these 
functions in a unit of a large hospital or charitable institution. 


Overseer: 

The duties of Overseers, which involve supervision of the work of inmates, 
helpers and other employes, are to be responsible for the maintenance of grounds, 
buildings and equipment or for non-professional care of male patients or inmates 
in a small hospital or charitable institution, or for one or both of these functions in 
a unit of a large hospital or charitable institution. 


QUALIFICATIONS— 


1. Such qualifications as may be required by the Municipal Civil Service Com- 
mission. 


COMPENSATION— 


Matron, Overseer: 


Range of annual compensation—$600 to $780 inclusive, with maintenance. 
Annual salary rates—$600, $660, $720, $780. 

Range of monthly compensation—$50 to $65 inclusive, with maintenance. 
Monthly salary rates—$50, $55, $60, $65. 


Matrons Acting also as Working Dietitians in Institutions Employing no 
Trained Dietitian: 
Range of annual compensation—$660 to $780 inclusive. 
Salary rates—$660, $720, $780. 
SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


BOO emt rt te gh st onchs % 9:5 -< SOU ie slshetctemclem ere gyrase a set 1 year 
SED nd phd na asc Perte e  PI RO SOU OO eae Le Ot 
SGANG ob Ae SN Mae ear SAE OO Mende Ew Ce ees ness os 2 years 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Matron at Greenpoint Hospital. . 
Matron at Cumberland Street Hospital. 
Matron at Fordham Hospital. 


242 


GRADE 2 (N82) 


TITLES OF POSITIONS'— 
EMPLOYMENT AGENT 
HEAD MATRON 
HEADMOVERSEER 
ASSISTANT STEWARD 


DUTIES— 


Employment Agent: 


The duties of Employment Agents are to interview and investigate the records 
of persons seeking employment at city institutions, to select and employ suitable 
persons and to perform such additional work related to employment as may be 
required. 


Head Matron: 


The duties of Head Matrons, which involve supervision of the work of inmates, 
helpers and other employes, are to be responsible for general household administra- 
tion, including in some cases dietary work, or for non-professional care of patients 
or inmates, or for both of these functions, in a large hospital or charitable institu- 
tion.” 


Head Overseer: 


The duties of Head Overseers, which involve supervision of the work of inmates, 
helpers and other employes, are to be responsible for the maintenance of grounds, 
buildings and equipment or for non-professional care of male patients or inmates 
in a large hospital or charitable institution. 


Assistant Steward: 


The duties of Assistant Stewards are to order, receipt for, distribute and 
account for all supplies and equipment in a small hospital or charitable institution 
and to exercise direct supervision over the preparation and serving of food. 


QUALIFICATIONS— 


Employment Agent: 

1. Experience in public or private employment agencies or in connection with 
the employment departments of innstitutions or business organizations, or other 
experience recognized by the Municipal Civil Service Commission as qualifying. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


Head Matron, Head Overseer: 


1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate expe- 
rience in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Head Matron in Bellevue Hospital. 
Head Matron in the New York City Home for the Aged and Infirm, Blackwell’s 
Island. 
Head Matrons in Willard Parker, Riverside and Kingston Avenue Hospitals. 
Head Overseers in Kings County Hospital. 
7See also the Dietitian Group of the Institutional Service. 


243 


Assistant Steward: 
1. Such qualifications as may be required by the Municipal Civil Service Com- 
mission. 


COMPENSATION— 


Employment Agent, Head Matron, Head Overseer, Assistant Steward: 
Range of annual compensation—$840 to $1020 inclusive, with maintenance. 
Salary rates—$840, $900, $960, $1020. 

Head Matrons Acting also as Working Dietitians in Institutions Employing 

no Trained Dietitian: | 
Range of annual compensation—$900 to $1020 inclusive, with maintenance. 
Salary rates—$900, $960, $1020. 
SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


SiS) mere tad Lateee weiter etacecidid ote Storey ate 1 year 
WOUMN ern Merah ates Ser eet ee oe ave cae 2 years 
FOU Pere eteare vee lew clacN catiee f 2iee 


GRADE 8 (NS3) 


TITLES OF POSITIONS'— 


DEPUTY EAY SUPERINTENDENT 
STEWARD 
DUTIES— 


Deputy Lay Superintendent: 


The duties of Deputy Lay Superintendents, which involve responsibility for the 
work of employes in Grades 1 and 2, and of inmates, helpers and other employes, 
are to assist the Lay or Medical Superintendent in the general lay administration of 
a large hospital or charitable institution or to direct independently and be responsible 
for the general lay administration of a small hospital or charitable institution, 
including all household administration, maintenance of grounds, buildings and equip- 
ment and non-professional care of patients or inmates. 


Steward: 


The duties of Stewards are to order, receipt for, distribute and account for all 
supplies and equipment in a large hospital or charitable institution and to exercise 
direct supervision over the preparation and serving of foods.’ 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. . 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Deputy Lay Superintendent of City Hospital. 
Deputy Lay Superintendent of Sea View Hospital. 
Deputy Lay Superintendent at Farm Colony. 
?See also the Dietitian Group of the Institutional Service. 


244 


COMPENSATION— 


Deputy Lay Superintendent: 


Range of annual compensation—$1080 to $1800 inclusive, with maintenance. 
Salary rates—$1080, $1200, $1320, $1440, $1560, $1680, $1800. 


Steward: 


Range of annual compensation—$1080 to $1560 inclusive, with maintenance. 
Salary rates—$1080, $1200, $1320, $1440, $1560. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are condi- 
tional upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


$1080 as, No eae ete wet eters 1 year 
L200 ale Peas dees eect en eae a te 
1320 coe Lee aie tee ee le eee ive 
1440 See SA tet ee are 2 years 
LS60 teks Vans ST Ree een eee 20h 5 
LOSQ eters oat as we taraereee erentaes Zi. 


GRADE 4 (NS 4) 
TITLES OF POSITIONS'— 


LAY SUPERINTENDENT 
DEPARTMENTAL STEWARD 


DUTIES— 


Lay Superintendent: 


The duties of Lay Superintendents, which involve entire responsibility for the 
work of employes in Grades 1, 2 and 3, and of inmates, helpers and other employes, 
are to direct and be responsible for the general lay administration of a large hospital 
or charitable institution, including all household administration, maintenance of 
grounds, building and equipment and the non-professional care of inmates. 


Departmental Steward: 


The duties of Departmental Stewards are to order, receipt for, distribute and 
account for all supplies and equipment in an entire city department and to exercise 


general supervision over the preparation and serving of foods in the institutions of 
that department.’ 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 


Lay Superintendent of Municipal Lodging House. 

Lay Superintendent of New York City Farm Colony. 

Lay Superintendent of New York City Home for the Aged and Infirm, Blackwell’s 
Island. 


Lay Superintendent of Harlem Hospital (with no Medical Superintendent). 
Lay Superintendent of Bellevue Hospital. 


*See also Departmental Dietitian in the Dietitian Group of the Institutional Service. 


245 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 3, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 3. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Lay Superintendent: 


Range of annual compensation—$2100 to $2940 inclusive, with maintenance. 
Salary rates—$2100, $2280, $2460, $2700, $2940. 


Departmental Steward: 

Range of annual compensation—$1920 to $2940 inclusive, with or without main- 
tenance. 

Salary rates—$1920, $2100, $2280, $2460, $2700, $2940. 

In the case of Departmental Stewards receiving maintenance, the salary rate 
shall not exceed $1920. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need ‘not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are condi- 
tional upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of work to be performed. 


GRADE 5 (NS5) 


TITLES OF POSITIONS'— 


GENERAL LAY SUPERINTENDENT 
DUTIES— 


The duties of incumbents of these positions, which involve supervision of Lay 
Superintendents, Medical Superintendents, or both, are to direct and control the 
administration of a group of hospitals and charitable institutions. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 4. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 4, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 4. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$3180 and up, with maintenance. 
Salary rates—$3180, $3420, $3660, $3960, $4260.” 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. Fixa- 
tion of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does ot exceed the value of the work to be performed. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
General Lay Superintendent of Sea View Hospital and the New York City Farm 
Colony on Staten Island. 
*No recommendation is made above $4260. 


246 


LAUNDRYMAN GROUP 
SYMBOL (NL) 


The term Laundryman Group is applied to those offices or employments of the Institu- 
tional Service in which incumbents are required to perform or to supervise the performance 
of laundry work in city hospitals or charitable or correctional institutions. 


GRADE 1 (NL1) 


TITLES OF POSITIONS’ — 


LAUNDR Yen RCE ERA 
LAUNDERYSHELCRERAs 


LAUNDRY HELPERS 
DUTIES— 


The duties of incumbents of these positions are to perform the less difficult or 
less responsible work involved in the operation of an institutional laundry. 


QUALIFICATIONS— 


1. Evidence of ability to perform the duties of the position satisfactory to the 
appointing officer. 


2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Laundry Helper A (Women employed as Manglers, Counters, Markers and 
Sorters of ward linen, Shakers and Folders): 


Range of annual compensation without maintenance—$480 to $552 inclusive. 
Annual salary rates—$480, $504, $528, $552. 

Range of annual compensation with full maintenance—$240 to $312 inclusive. 
Annual salary rates—$240, $264, $288, $312. 

Range of monthly compensation without maintenance—$40 to $46 inclusive. 
Monthly salary rates—$40, $42, $44, $46. 

Range of monthly compensation with full” maintenance—$20 to $26 inclusive. 
Monthly salary rates—$20, $22, $24, $26. 


Laundry Helper B (Women employed as Starchers, Packers, Hand and 
Machine Ironers and Press Machine Operators and Men employed as 
Drying Room Attendants): 


Range of annual compensation without maintenance—$504 to $576 inclusive. 
Annual salary rates—$504, $528, $552, $576. 

Range of annual compensation with full maintenance—$264 to $336 inclusive. 
Annual salary rates—$264, $288, $312, $336. 

Range of monthly compensation without maintenance—$42 to $48 inclusive. 
Monthly salary rates—$42, $44, $46, $48. 

Range of monthly compensation with full maintenance—$22 to $28 inclusive. 
Monthly salary rates—$22, $24, $26, $28. 


1For convenience in designation, Laundry Helpers in this grade will be known as Laundry 
Helper A, Laundry Helper B and Laundry Helper C. These titles will bear the following 
significance: Laundry Helper A refers to women employed as Manglers, Counters, Markers 
and Sorters of ward linen, Shakers and Folders; Laundry Helper B refers to women em- 
ployed as Starchers, Packers, Hand and Machine Ironers and Press Machine Operators, 
and men employed as Drying Room Attendants; Laundry Helper C refers to Markers and 
Sorters of staff linen, men employed as Body Ironers and other men performing work of 


similar standard. Persons employed under these three titles will receive the various rates of 
compensation indicated above. 


247 


Laundry Helper C (Markers and Sorters of staff linen, Men employed as Body 
Ironers and other men performing work of similar standard): 


Range of annual compensation without maintenance—$528 to $600 inclusive. 
Annual salary rates—$528, $552, $576, $600. 

Range of annual compensation with full maintenance—$288 to $360 inclusive. 
Annual salary rates—$288, $312, $336, $360. 

Range of monthly compensation without maintenance—$44 to $50 inclusive. 
Monthly salary rates—$44, $46, $48, $50. 

Range of monthly compensation with full maintenance—$24 to $30 inclusive. 
Monthly salary rates—$24, $26, $28, $30. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also 
page- 30. . 

Laundry Helper A (Women employed as Manglers, Counters, Markers and 
Sorters of ward linen, Shakers and Folders): 


SARS ee nee IL ag Ae bead CAD re pombe, & RYAN BW hoe ee 14 year 
OY raters Ge COA ere ee ate AZ i hae De ex aca, Shs 
Ce a nae Pe OER betes ghee AA ee ee, LA SE ee ioe 


Laundry Helper B (Women employed as Starchers, Packers, Hand and 
Machine Ironers and Press Machine Operators and Men employed as 
Drying Room Attendants): 


SUA eee Pacets S264 are VANS SB I IIE dA AOD 14 year 
SZ Mae eo aaa DOS sate elt AA NM eae aie DAR Menta eae: sa 
CORN a iat sree aes ee ae Aes i pereiaretctets Pie Op BA RS ey 


Laundry Helper C (Markers and Sorters of staff linen, Men employed as Body 
Ironers and other men performing work of similar standard): 


bs Tevit= Manali gene SLORey matin se AEE EAE So ek SLA a eee vate 1% year 
Boy Mae ale nn VRS ta eae CN Re Se 7A see mtu Maoh OF Seis 
B/Gantawe rat Omens utes SE TEE Raa ae LOM rare s ahs 


GRADE 2 (NL 2) 
TITLES OF POSITIONS’ — 


SENIOR LAUNDRY HELPER A 
SENIOR LAUNDRY HELPER B 
DUTIES— 
The duties of incumbents of these positions are to perform the more difficult 
or more responsible work involved in the operation of an institutional laundry. 
Examples: 
Operating washing machine. 
Working at the extractor. 


QUALIFICATIONS— 
1. Evidence of ability to perform the duties of the position satisfactory to the 
appointing officer. 
2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


1Ror convenience in designation, Senior Laundry Helpers in this grade will be known 
as Senior Laundry Helper A and Senior Laundry Helper B. These titles will bear the fol- 
lowing significance: Senior Laundry Helper A refers to Extractormen, Head Sorters and 
Head Markers and Forewomen in charge; Senior Laundry Helper B refers to men engaged 
in operating a washing machine. 


248 


COMPENSATION— 


Senior Laundry Helper A (Extractorman, Head Sorter and Head Marker, 
and Floorwoman in charge): 


Range of annual compensation without maintenance—$630 to $780 inclusive. 
Annual salary rates—$630, $660, $690, $720, $750, $780. 

Range of annual compensation with full maintenance—$390 to $540 inclusive. 
Annual salary rates—$390, $420, $450, $480, $510, $540. 

Range of monthly compensation without maintenance—$52.50 to $65 inclusive. 
Monthly salary rates—$52.50, $55, $57.50, $60, $62.50, $65. 

Range of monthly compensation with full maintenance—$32.50 to $45 inclusive. 
Monthly salary rates—$32.50, $35, $37.50, $40, $42.50, $45. 


Senior Laundry Helper B (Engaged in operating a washing machine): 
Range of annual compensation without maintenance—$690 to $840 inclusive. 
Annual salary rates—$690, $720, $750, $780, $810, $840. 

Range of annual compensation with full maintenance—$450 to $600 inclusive. 
Annual salary rates—$450, $480, $510, $540, $570, $600. 

Range of monthly compensation without maintenance—$57.50 to $70 inclusive. 
Monthly salary rates—$57.50, $60, $62.50, $65, $67.50, $70. 

Range of monthly compensation with full maintenance—$37.50 to $50 inclusive. 
Monthly salary rates—$37.50, $40, $42.50, $45, $47.50, $50. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also 
page 30. 


Senior Laundry Helper A (Extractorman, Head Sorter and Head Marker, 
and Floorwoman in charge): 


SOSO? Secu ns S300 Sr aes n Foy ape | Mie ih oec diy S322 OU me etre tees 14 year 
O00 er teeters 470 Jae worn cen DO O0 Fie eee 30 QO vr, mates eee 
690 fi ta et oe wae apie 57200 nVesn ate Of Us ee Be he 
7L0 chee eat Oo. 60500. Peele: AU 200 25 deecies ae 
TOO eae ties 5 LO ide eae, 62: 00) ie eee 42200 tuoae ee iP 

Senior Laundry Helper B (Engaged in operating a washing machine) 

S690 yeu pa A EN or a ae $5750 aeeae eee $3720 se eevee 1% year 
TL Se eres AN) Siti hers, sake OO 200 Peer AQ OOW. sine ote 4 aie 
TORO eee SLO Ace tai C2 SO eaie cee AZ OW seriou i 
780 Ye tere ee Us een ky Se: 65002 t54h ee ASO) Aes setae Tpea. 
SLO pee ae 57 Osteen? 6/a50 see rs te AZ SOO eee the begs 


GRADE 8 (NL3) 


TITLES OF POSITIONS’ ’*— 
LAUNDRYMAN 
DUTIES— 


The duties of incumbents of these positions are to assist the Head Laundryman 
in the operation of a laundry in a large institution or to take charge of the operation 
of a laundry in a small institution. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Laundryman at Coney Island Hospital. 
Laundryman at Cumberland Street Hospital. 
Laundryman at Greenpoint Hospital. 
*Positions of Laundryman in this grade are classified by the Municipal Civil Service 
Commission in the non-competitive class. 


249 


QUALIFICATIONS— 
1. Evidence of ability to perform the duties of the position satisfactory to the 
appointing officer. 
2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation without maintenance—$840 to $900 inclusive. 
Salary rates—$840, $870, $900. 
Range of annual compensation with full maintenance—$600 to $660 inclusive. 
Salary rates—$600, $630, $660. 
Range of monthly compensation without maintenance—$70 to $75 inclusive. 
Monthly salary rates—$70, $72.50, $75. 
Range of monthly compensation with full maintenance—$50 to $55 inclusive. 
Monthly salary rates—$50, $52.50, $55. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious ser- 
vice required at each rate before advancement to the next rate. See also page 30. 


BOAO fs ta eins SOOO Dees a: $7000 Nana: 2 $00.00 85. c 1% year 
S/O ST een Oo eter ale Aare sae be. OU Marae ne JA we 


GRADE 4 (NL4) 
TITLES OF POSITIONS'— 
HEAD LAUNDRYMAN 
DUTIES— 
The duties of incumbents of these positions are to take charge of a large insti- 
tutional laundry. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than three years of appropriate expe- 
rience in Grade 3, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 3. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION’— 
Range of annual compensation without maintenance—$960 to $1440 inclusive. 
Salary rates—$960, $1020, $1080, $1140, $1200, $1260, $1320, $1380, $1440. 
Range of annual compensation with full maintenance—$720 to $1200 inclusive. 
Salary rates—$720, $780, $840, $900, $960, $1020, $1080, $1140, $1200. 


*Positions as Head Laundrymen are classified by the Municipal Civil Service Commis- 
sion in the competitive class. 

*The following tentative close appraisals are based upon present conditions and are being 
used currently by the Bureau of Personal Service in its reports to the Committee on Salaries 
and Grades of the Board of Estimate and Apportionment. The value of these positions, as 
of many others, must naturally be subject to reappraisal from time to time in accordance 
with changing conditions. 


With Without 
Maintenance. Maintenance. 
Head Laundryman for Department of Public Charities, 
Biackwell’solsland ie Wenn. 6 baad baa Sa eu mee cules oe $840-1200 $1080-1440 
Head Laundryman at Kings County Hospital............... 720-1080 960-1320 
Head Laundryman at Sea, View Hospitaliie.2.2. 0 ter. 2. eh 720-1080 960-1320 


Head Laundryman at New York City Children’s Hospitals 
and Schools, Randall’s Island.............csvcccesccees 720-1080 960-1320 


250 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


S960 RE Seat e cuae ee eres $/20 Ral tec ee ee 1 year 
LOZO Tice ale see eevee ae tee tae TOOT LG a eee lie 
1080 eee ee ek ae eee S40 Hae See ae Pet NS gS lege eRe ee: 
L140 otae, cons at er vere DOT ie SPE oui ee ete Litt 
L200 a hoe, crane oh ve aha oe eer OD ee vee aa re etat tie Oe a aieine Mies 
1260 5 ere eae Le ee LUZ RRe leet sts Bit dea ia atria. eee Or 
L320 PGi a see cae ee eee LOSOS Soni cte ciety s selee eerneee eee Lyi 
L3QU ss Ses See i eae ern DLA ee pes eal eet eee 2 years 


GRADE 5 (NL5) 


TITLES OF POSITIONS'— 
SUPERINTENDENT OF LAUNDRIES 
DUTIES— 

The duties of incumbents of these positions are to supervise and be responsible 
for all institutional laundries in a department, involving supervision of employes 
in Grade 1 and other employes, and responsibility for equipment, materials, supplies 
and the operation and maintenance of plants. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 4. 

2. If appointed by promotion, not less than three years of appropriate expe: 
rience in Grade 4, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 4. 

3. Such additional qualifications as may be required by the Municipal Civil 


Service Commission. 
COMPENSATION— 
Range of annual compensation—$1800 to $2580 inclusive. 
Salary rates—$1800, $1980, $2160, $2340, $2580. 
SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. Fixa- 
tion of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 


$1 R00 Fos esate ance elem te tee 1 year 
1980, 25 2. RAS esti eit ee a8 De eee eae hy (fy 
2160 vaicne ieee eh dea eee 2 years 
ZS40 : ats sieueeie eae nee Sine ene eee vat 


The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Superintendent of Laundries in the Department of Public Charities. 


25) 


MASSEUR GROUP 
SYMBOL (NM) 


The term Masseur Group is applied to those offices or employments of the Institutional 
Service in which incumbents are required to administer treatment to the sick in the form 


of massage, medical gymnastics and muscle training, or to supervise and give instruction 
in this treatment. 


GRADE 1 (NM1) 


TITLES OF POSITIONS— 


MASSEUR 
DUTIES— 
The duties of incumbents of these positions are to administer to the sick under 


supervision routine treatment in the form of massage, medical gymnastics and 
muscle training. 


QUALIFICATIONS— 
1. Evidence of the completion of a course in medical gymnastics and massage 
at an institution of recognized standing. 
2. Experience in the practice of massage. 


3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation for full-time service—$960 to $1140 inclusive. 
Salary rates—$960, $1020, $1080, $1140. 


Range of annual compensation for part-time service, averaging not less than 
18 hours a week—$600 to $720 inclusive. 
Salary rates—$600, $660, $720. 


GRADE 2 (NM 2) 
TITLES OF POSITIONS— 


CHIEF UMASSEUR 
DUTIES— 
The duties of incumbents of these positions, which involve supervision of the 
work of employes in Grade 1 and instruction of Pupil Nurses, are to supervise and 


give instruction in massage, medical gymnastics and muscle training in a group of 
hospitals. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 1. 


3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission, 


COMPENSATION— 


Range of annual compensation for full-time service—$1200 to $1440 inclusive. 

Salary rates—$1200, $1260, $1320, $1380, $1440. 

Range of annual compensation for part-time service, averaging not less than 
18 hours a week—$900 to $1080 inclusive. 

Salary rates—$900, $960, $1020, $1080. 


Vase 


MORTUARY KEEPER GROUP 
SYMBOL (NK) 


The term Mortuary Keeper Group is applied to those offices or employments of the 
Institutional Service in which incumbents are required to assist in or be responsible for 
the maintenance and operation of an institutional, borough, or central city mortuary, includ- 
ing the receipt, care and proper disposition of bodies, the meeting and interviewing of 
visitors, the keeping of necessary records and the cleaning of the mortuary. 


GRADE 1 (NK1) 
TITLES OF POSITIONS— 
MORTUARY HELPER 


DUTIES— 


The duties of incumbents of these positions are to perform the less responsible 
routine work involved in the maintenance and operation of an institutional, borough, 
or central city mortuary. 


QUALIFICATIONS— 
1. Evidence of ability to perform the duties of the position satisfactory to the 
appointing officer. 
2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 
COMPENSATION’ — 


Range of annual compensation without maintenance—$792 to $888 inclusive. 
Annual salary rates—$792, $816, $840, $864, $888. 

Range of monthly compensation without maintenance—$66 to $74 inclusive. 
Monthly salary rates—$66, $68, $70, $72, $74. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate: See also page —. 


VAS PA Oo olh ah , ciae PL LR eh yes SOO ara se Sees rn ne ae 4 year 
SLORR EE Rk ae tok eae Lene OS. cGhAae Se ais tate aie eae tel te 4 le 
BAO STAG rect Gyn Sy teeta Nee ete DON oleae OCR ee i gee: 
BO4Y claire Fete Lec kre ee eee F254 SRR ie eee ele Ee ae tens: 


GRADE 2 (N K2) 
TITLES OF POSITIONS— 


MORTUARY KEEPER 
DUTIES— 


The duties of incumbents of these positions are to receive, care for and deliver 
bodies in a large institutional mortuary, to meet and interview visitors, to keep 
necessary records, to be responsible for the cleanliness of the building and to per- 
form incidentally such other institutional work of the same general grade and 
character as may be assigned by the head of the institution. 


QUALIFICATIONS— 


1. Such qualifications as may be required by the Municipal Civil Service Com- 
mission. 


*For rates in institutions with maintenance, see Senior Hospital Helper A in Grade 3 
of the Helper Group. 


253 


COMPENSATION— 
Range of annual compensation without maintenance—$900 to $1020 inclusive. 
Salary rates—$900, $960, $1020, 


Range of annual compensation with full maintenance—$660 to $780 inclusive. 
Salary rates—$660, $720, $780. 


GRADE 3 (NK3) 
TITLES OF POSITIONS— 


HEAD MORTUARY KEEPER 
DUTIES— 


The duties of incumbents of these positions are to be responsible for the main- 
tenance and operation of a large borough mortuary, or to assist the superintendent 
in the maintenance and operation of the central city mortuary, including the receipt, 
care and proper disposition of bodies, the meeting and interviewing of visitors, 
the keeping of necessary records and the cleaning of the mortuary. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than three years of appropriate expe- 
rience in Grade 2, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation without maintenance—$1080 to $1200 inclusive. 
Salary rates—$1080, $1140, $1200. 

Range of annual compensation with full maintenance—$840 to $960 inclusive. 
Salary rates—$840, $900, $960. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of: meritorious 
service required at each rate before advancement to the next rate. See also 
page 30. 


GRADE 4 (NK4) 


TITLES OF POSITIONS— 
SUPERINTENDENT OF MORTUARY 


DUTIES— 

The duties of incumbents of these positions are to be responsible for the main- 
tenance and operation of the central city mortuary, including the receipt, care and 
proper disposition of bodies, the meeting and interviewing of visitors, the keeping 
of necessary records and the cleaning of the mortuary. 


254 


QUALIFICATIONS— 
1. Administrative experience in institutional or social work, or other expe- 
rience recognized by the Municipal Civil Service Commission as qualifying. 
2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$1980 to $2160 inclusive. 
Salary rates—$1980, $2160. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious ser- 
vice required at each rate before advancement to the next rate. See also page 30. 
GIOS8OO Ae a ieaalin a ate nites 2 years 


TAILOR GROUP 
SYMBOL (NT) 


The term Tailor Group is applied to those offices or employments of the Institutional 
Service in which incumbents are required to cut cloth for and direct inmates and helpers in 
the making of garments and household linen used in city institutions or to supervise and be 
responsible for this work in an entire institutional department. 


GRADE 1 (NT1) 


TITLES OF POSITIONS— 
TAILOR 
DUTIES— 
The duties of incumbents of these positions, which involve supervision and 
incidental instruction of inmates and helpers, are to cut cloth for and direct inmates 
and helpers in the making of garments and household linen used in city institutions. 


QUALIFICATIONS— 
1. Experience in tailoring. 
2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation without maintenance—$720 to $1020 inclusive. 
Salary rates—$720, $780, $840, $900, $960, $1020. 
Range of annual compensation with full maintenance—$480 to $780 inclusive. 
Salary rates—$480, $540, $600, $660, $720, $780. 
There shall be no initial rate for Tailors above $900. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Persons entering this grade need not necessarily begin at the lowest rate. Fixa- 
tion of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


GRADE 2 (NT 2) 
TITLES OF POSITIONS— 
HEAD TAILOR 
DUTIES— 
The duties of incumbents of these positions, which involve supervision of 
employes in Grade 1 and of inmates and helpers, are to supervise and be responsible 


for the making of garments and household linen in the central sewing rooms of an 
entire institutional department. 


255 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$1140 to $1260 inclusive. 
Salary rates—$1140, $1200, $1260. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious ser- 
vice required at each rate before advancement to the next rate. See also page 30. 


MISCELLANEOUS INSTITUTIONAL WORKER GROUP 
SYMBOL (NZ) 


The term Miscellaneous Institutional Worker Group is applied to those offices or employ- 
ments of the Institutional Service in which incumbents are required to perform non- 
professional routine or specialized institutional work of an exceptional nature not included 
in the other groups of the Institutional Service. 


GRADE 1 (NZ1) 


TITLES OF POSITIONS’ — 
COFFEE ROASTER 
FARMER 
PIRES ORFICER 


DUTIES— 


Coffee Roaster: 


The duties of Coffee Roasters are to operate a coffee roasting machine and to 
supply roasted coffee to city hospitals or other institutions. 


Farmer: 


The duties of Farmers, which involve supervision of the work of inmates, 
helpers and laborers, are to cultivate the soil, to raise vegetables and other farm 
products, to care for live stock and farm implements and to perform other related 
work on farms connected with city institutions.’ 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Coffee Roaster at the general storehouse of the Department of Public Charities, 
Blackwell’s Island. 
Farmer at the Farm Colony of the Department of Public Charities. 
Fire Officer at Bellevue Hospital. 
*The title of Farmer is provided for persons acting as working farmers or supervising 
farm work. Persons whose work is primarily instruction in farm work are provided for 
in the Industrial Instructor Group of the Educational Service. 


256 


Fire Officer: 


The duties of Fire Officers are to instruct inmates of city hospitals or other 
institutions in fire drills and the use of fire fighting apparatus, to inspect buildings 
as to means of egress and conditions hazardous in the case of or liable to cause fires, 
to inspect and be responsible for the condition of fire fighting apparatus and to make 
such reports as may be required. 


QUALIFICATIONS— 
Coffee Roaster: 
1. Experience in the operation of a coffee roaster. 
2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 
Farmer: 
1. Experience in farming. 
2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 
Fire Officer: 


1. Administrative experience in the work of fire prevention, fire fighting, or 
other work recognized by the Municipal Civil Service Commission as qualifying. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 

Coffee Roaster: 
Range of annual compensation—$900 to $1080 inclusive. 
Salary rates—$900, $960, $1020, $1080. 

Farmer: 
Range of annual compensation—$720 to $900 inclusive, with maintenance. 
Salary rates—$720, $780, $840, $900. 

Fire Officer: 
Range of annual compensation—$840 to $960 inclusive, with maintenance. 


Salary rates—$840, $900, $960. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Fire Officer: 

Persons entering this grade need not necessarily begin at the lowest rate. Fixa- 
tion of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


257 


POLICE SERVICE 
SYMBOL (P) 


The term Police Service is applied to those offices or employments the 
duties of whose incumbents are to enforce laws and ordinances, to prevent 
crime and apprehend criminals, to guard property, to control traffic and to 
perform other inspectional, investigational or regulative duties incident to 
the protection of persons and property.’ c 


*Tentative specifications for this service were submitted by the Bureau of Personal Serv- 
ice in August, 1916. As these specifications have not as yet received adequate discussion, 
they are not included in the present volume. 


258 


FIRE SERVICE 
SYMBOL (F) 


The term Fire Service is applied to those offices or employments the 
duties of whose incumbents are to enforce laws and ordinances and rules 
and regulations regarding the extinguishment of fires and to perform other 
inspectional, investigational or regulative duties incident to the prevention or 
extinguishment of fires. 


209 


STREET CLEANING SERVICE 
SYMBOL (S) 


The term Street Cleaning Service is applied to those offices or employments 
the duties of whose incumbents are to perform routine, supervisory or adminis- 
trative work incident to the cleaning of streets, the collection, removal and dis- 
posal of refuse and related work. 


MOTOR REFUSE COLLECTOR GROUP 
| SYMBOL (S M) 


The term Motor Refuse Collector Group is applied to those offices or employments 
of the Street Cleaning Service in which incumbents are required to load or to supervise 
the loading of collection equipment and to drive and care for motor-driven equipment. 


GRADE 1 (SM1) 
TITLES OF POSITIONS— 


LOADER (DEPARTMENT OF STREET CLEANING) 
DUTIES— 


The duties of incumbents of these positions are to load refuse collection equip- 
ment and in case of emergency to perform temporarily such other duties as may be 
assigned. 


QUALIFICATIONS— 


1. A certificate of fitness to perform the duties of Loader, issued by the School 
for Recruits of the Department of Street Cleaning. 


COMPENSATION— 


Range of annual compensation—$864 to $936 inclusive. 
Salary rates—$864, $888, $912, $936. 


*This group provides for new positions necessitated by the establishment of a model 
street cleaning district and by the beginning of the motorization of the Street Cleaning 
Department.. Each motor will be in charge of a Driver who will so far as possible super- 
vise the work of Loaders. Provision is, however, made for the designation of a Chief of 
Loaders, who will receive an additional compensation of $24 per annum. The Municipal 
Civil Service Commission will classify positions as Motor Truck Driver in the Labor Class 
for the present. As far as possible, positions as Motor Truck Driver will be filled by the 
assignment of Drivers and other uniformed employes after a period of apprenticeshio in 
the School for Recruits. Drivers, Sweepers, or other uniformed employes may be assigned 
to the School for Recruits for the purpose of training as Motor Truck Drivers. While 
serving under the office title of Recruit Motor Truck Drivers, they will receive the per 
diem wage fixed for their regular positions. After a period of trial not exceeding three 
months, Recruit Motor Truck Drivers whose work has been satisfactory will receive from 
the School for Recruits a certificate of fitness to perform the duties of regular Motor Truck 
Drivers. The Civil Service Commission will then hold a practical examination for change 
of title. Those whose work has been unsatisfactory will return to their former positions. 
Uniformed employes or’ others who have received a certificate of fitness to act as Motor 
Truck Drivers and have passed the civil service examination may be assigned temporarily 
or appointed permanently as Motor Truck Drivers. While serving on a temporary basis as 
Motor Truck Drivers they will receive 1-313 of the minimum rate prescribed for the per- 
manent position of Motor Truck Driver. 


260 


Persons temporarily employed as Loaders, designated as Extra Loaders, shall 
receive a per diem rate of 1-313 of the minimum annual rate prescribed for the 
position of Loader. 

$24 in addition to the rate which he is receiving may be paid to one of each 
gang of Loaders who is assigned as leader of the gang. 

Loaders assigned in charge of section stations or yards and employed every 
day in the year shall receive a flat rate of $840. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


SSG4 esse on ee Maen Hee tema 1 year 
BBG TF ice katt hen ics Ga ne One ere ree jhe Ps 
OIL ais cath eee ieee Une eee 2 years 


GRADE 2 (SM 2) 


TITLES OF POSITIONS— 


RECRUIT -MOTOR® TRUCK. - DRIVER ~(DEPARTMENT SOP > herd 
CLEANING)* 

MOTOR TRUCK DRIVER (DEPARTMENT OF STREET CLEANING) 

MOTOR ORUCK DRIVER (BUREAU © ORS SPREE ee Clit, 


RICHMOND) 


DUTIES— 
Recruit Motor Truck Driver (Department of Street Cleaning): 

The duties of Recruit Motor Truck Drivers (Department of Street Cleaning) 
are to receive such instruction and to perform such work as may be required in the 
School for Recruits of the Department of Street Cleaning, relative to the driving and 
operation of motor-driven equipment, the supervision of the collection of refuse, the 
delivery of refuse at a dump, transfer or disposal point, and the care of equipment. 


Motor Truck Driver (Department of Street Cleaning), Motor Truck Driver 
(Bureau of Street Cleaning, Richmond): 

The duties of Motor Truck Drivers (Department of Street Cleaning) and Motor 
Truck Drivers (Burean of Street Cleaning, Richmond) are to drive and operate 
motor-driven collection equipment, to collect or to supervise the collection of refuse, 
to deliver refuse at a dump, transfer or disposal point, and to care for equipment in 
their charge, or in case of emergency to perform temporarily such other duties as 
may be assigned. 


QUALIFICATIONS— 
Recruit Motor Truck Driver (Department of Street Cleaning), Motor Truck 
Driver (Bureau of Street Cleaning, Richmond): 

1. Service in Grade 1 of the Street Cleaner, Refuse Collector, or Refuse Dis- 
poser Groups of the Street Cleaning Service. 

2. The minimum qualifications prescribed for Grade 1 of the Motor Driver 
Group of the Skilled Trades Service. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

The minimum qualifications shall consist of 1 and 3 or 2 and 3. 


*Recruit Motor Truck Driver (Department of Street Cleaning) is an office title for em- 
ployes under assignment from positions in Grade 1 of the Street Cleaner, Refuse Collector 
or Refuse Disposer Groups of the Street Cleaning Service. 


261 


Motor Truck Driver (Department of Street Cleaning): 


1. A certificate of fitness to perform the duties of Motor Truck Driver issued 
by the School for Recruits of the Department of Street Cleaning. 


COMPENSATION — 


Recruit Motor Truck Driver (Department of Street Cleaning): 


For a uniformed employe of the Department of Street Cleaning on assign- 
ment, the rate paid in the regular position from which the employe was assigned. 


Motor Truck Driver (Department of Street Cleaning), Motor Truck Driver 
(Bureau of Street Cleaning, Richmond): 
Range of annual compensation—$960 to $996 inclusive. 
Salary rates—$960, $996. 
Persons temporarily employed as Motor Truck Drivers, designated as Extra 
Motor Truck Drivers, shall receive a per diem rate of 1-313 of the minimum annual 
rate prescribed for the position of Motor Truck Driver. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
~ service required at each rate before advancement to the next rate. See also page 30. 


Motor Truck Driver (Department of Street Cleaning), Motor Truck Driver 
(Bureau of Street Cleaning, Richmond): 


SOCOM de eee tion ie aa Rise 1 year 


RECRUIT GROUP 
SYMBOL (S R) 


The term Recruit Group is applied to those offices or employments of the Street 
Cleaning Service in which incumbents are trained for work in one or more of the specialized 
branches of the Street Cleaning Service.’ 


GRADE 1 (SR1) 
TITLES OF POSITIONS— 
RECRUIT (DEPARTMENT OF STREET CLEANING) 
DUTIES— 


The duties of incumbents of these positions, which involve the performance of 
actual street cleaning work, are to receive training in the School for Recruits of the 
Department of Street Cleaning preparatory for work in one or more of the spe- 
cialized branches of the Street Cleaning Service. 


“It will be noted that the maximum rate for Motor Truck Drivers in the Department 
of Street Cleaning and the Bureau of Street Cleaning, Richmond, is lower than the maxi- 
mum rate proposed for Motor Truck Drivers in other departments. (See the Motor Driver 
Group of the Skilled Trades Service.) The nature of the work, the training required 
and the limited competition have been considered in fixing the street cleaning rate. It 
may be desirable in future, as street cleaning motorization proceeds, to raise this 
maximum. 

*Recruits for the Department of Street Cleaning will be qualified by the Municipal Civil 
Service Commission. After a period of trial not exceeding three months in the School for 
Recruits, Recruits whose work has been satisfactory will receive certificates of fitness to 
perform the duties of the positions of Sweeper, Driver, Loader or Boardman. Those 
whose work has been unsatisfactory will be dismissed from the department. Assignment 
to extra or permanent positions will be made according to the needs of the service. 


262 


QUALIFICATIONS— 


1. The minimum qualifications prescribed by the Municipal Civil Service Com- 
mission for candidates for positions as Sweeper, Loader, Driver or Boardman in the 
Street Cleaning Service. 


PERIOD OF TRIAL— 
Not more than three months. 


COMPENSATION— 


A per diem rate of 1-313 of the minimum annual rate prescribed for the position 
for which the Recruit is in training. 


REFUSE COLLECTOR GROUP 
SYMBOL (S K) 


The term Refuse Collector Group is applied to those offices or employments of the 
Street Cleaning Service in which incumbents are required to drive and care for horses, to 
collect refuse, to operate and care for horse-drawn equipment, or to supervise the operation 
of a stable. 


GRADE 1 (SK1) 


TITLES OF POSITIONS— 


DRIVER (DEPARTMENT OF STREET CLEANING) 

DRIVER (BUREAU OF STREET CLEANING, QUEENS) 
DRIVER (BUREAU OF STREET CLEANING, RICHMOND) 
HOSTLER (DEPARTMENT OF STREET CLEANING) 

HOSTLER (BUREAU OF STREET CLEANING, QUEENS) 
HOSTLER (BUREAU OF STREET CLEANING, RICHMOND) 
STABLEMAN (DEPARTMENT OF STREET CLEANING) 
STABLEMAN (BUREAU OF STREET CLEANING, QUEENS) 
STABLEMAN (BUREAU OF STREET CLEANING, RICHMOND) 


DUTIES— 
Driver: 


The duties of Drivers are to drive and care for horses while outside of the 
stable, to collect refuse and deliver it at a dump, transfer or disposal point, to 
operate and care for equipment, and in case of emergency to perform temporarily 
such other duties as may be assigned.’ 


Hostler: 


The duties of Hostlers are to care for, clean, feed and bed horses and when 
required to clean stables.’ 


Stableman: 


The duties of Stablemen are to clean stables, to clean and care for equipment 
and to perform such other service in stables as may be required. 


*Employes in the Bureaus of Street Cleaning in the boroughs of Queens and Richmond 
acting as assistants to Drivers in the loading of horse-drawn collection vehicles will continue 
to be employed and compensated as unskilled laborers. 

"Positions of Hostler and Stableman in other departments and bureaus will be found 
in the Unskilled Service. The same range of salary is recommended in all departments. 


263 


QUALIFICATIONS— 
Driver (Department of Street Cleaning), Hostler (Department of Street Clean- 
ing), Stableman (Department of Street Cleaning): 


1. A certificate of fitness to perform the duties of Driver, issued by the School 
for Recruits of the Department of Street Cleaning. 


Driver (Bureau of Street Cleaning, Queens), Driver (Bureau of Street Cleaning, 
Richmond), Hostler (Bureau of Street Cleaning, Queens), Hostler 
(Bureau of Street Cleaning, Richmond), Stableman (Bureau of Street 
Cleaning, Queens), Stableman (Bureau of Street Cleaning, Richmond): 

1. Such qualifications as may be required by the Municipal Civil Service 

Commission. 


COMPENSATION— 


Driver: 


Range of annual compensation—$840 to $936 inclusive. 
Salary rates—$840, $864, $888, $912, $936. 


Hostler: 


Range of annual compensation—$816 to $912 inclusive. 
Salary rates—$816, $840, $864, $888, $912. 


Stableman: 


Range of annual compensation—$792 to $888 inclusive. 

Salary rates—$792, $816, $840, $864, $888. 

Persons temporarily employed as Drivers, Hostlers or Stablemen, designated 
as Extra Drivers, Hostlers or Stablemen, shall receive a per diem rate of 1-313 of 
the minimum annual rate prescribed for the position in question. 

Drivers, Hostlers and Stablemen assigned in charge of section stations of 
yards and employed every day in the year shall receive a flat rate of $840. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Driver: 
PRO OEE ec ein ak alin ME nite gee baer aera 1 year 
SOA ee ee REM S a enh weg ae ue bee esc 
BEGRee ep hae terete ove tes wave the cele s We ahs 2 years 
OT ee sy eee eee cain Se ae 
Hostler: 
GSI G Bee, Hale coe scat ts. Sees hes orem ates be hs 1 year 
BA REMEA CP erie aac hess cts obi d teeerate de 1h 
Ge 4 5o Saag haps eT nth Mea ag See Sai Fs 2 years 
SoS Rew eerie, hak eee tas oo 75 i 
Stableman: 
O/ OP Baels visit es ap atcsa ee ee medas on. 1 year 
Lh WERE ON gah S Arbo e arse eas EA es 
BAO ee terse Ne rector tnare Aisha Merce 2 years 


264 


GRADE 2 (SK 2) 


TITLES OF POSITIONS’ — 
ASSISTANT © STABLE™ FOREMAN “(DEPARTMENT (OR STREEA 
CLEANING) 
ASSISTANT STABLE FOREMAN (BUREAU OF STREET CLEANING, 
QUEENS) 


DUTIES— 

The duties of incumbents of these positions are to execute definite instructions 
from Stable Foremen relative to the care, maintenance and operation of a stable, 
the supervision of Drivers, Hostlers and Stablemen while in the stable, the care of 
horses and equipment and the keeping of necessary records, and to perform the 
duties of Stable Foremen in their absence. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 1 of the Refuse Collector, 
Refuse Disposer or Street Cleaner Group, or for Motor Truck Driver in Grade 2 
of the Motor Refuse Collector Group. 

2. Not less than three years of appropriate experience in Grade 1 of the 
Refuse Collector, Refuse Disposer or Street Cleaner Group, or as Motor Truck 
Driver in Grade 2 of the Motor Refuse Collector Group. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Assistant Stable Foreman (Department of Street Cleaning): 
Range of annual compensation—$1020 to $1140 inclusive. 
Salary rates—$1020, $1080, $1140. 

Assistant Stable Foreman (Bureau of Street Cleaning, Queens): 


Range of annual compensation—$1020 to $1080 inclusive. 
Salary rates—$1020, $1080. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


GRADE 3 (S K3) 
TITLES OF POSITIONS— 


STABLE FOREMAN (DEPARTMENT OF STREET CLEANING) 
STABLE FOREMAN (BUREAU OF STREET CLEANING, QUEENS) 
STABLE FOREMAN (BUREAU OF STREET CLEANING, RICHMOND) 


DUTIES— 


The duties of incumbents of these positions, which involve responsibility for 
the care, maintenance and operation of a stable, are to execute definite instructions 
from District Superintendents relative to the supervision of Drivers, Hostlers 
and Stablemen while in the stable, the care of horses, equipment and supplies, 
and the keeping of necessary records, or for Stable Foremen (Department of 
Street Cleaning) on assignment, to act as Assistant District Superintendent. 


“Assistant Stable Foremen are not required in the Bureau of Street Cleaning, Richmond. 


265 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 2 of the Refuse Collector, 
Refuse Disposer or Street Cleaner Group. 

2. Not less than one year of appropriate experience in Grade 2 of the Refuse 
Collector, Refuse Disposer or Street Cleaner Group. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Stable Foreman (Department of Street Cleaning): 
Range of annual compensation—$1200 to $1620 inclusive. 
Salary rates—$1200, $1260, $1320, $1380, $1440, $1500, $1560, $1620.* 
Stable Foreman (Department of Street Cleaning) assigned as Assistant Dis- 
trict Superintendent: 
Range of annual compensation—$1620 to $1740 inclusive. 
Salary rates—$1620, $1740. 
Stable Foreman (Bureau of Street Cleaning, Queens), Stable Foreman (Bureau 
of Street Cleaning, Richmond): 


Range of annual compensation—$1140 to $1440 inclusive. 
Salary rates—$1140, $1200, $1260, $1320, $1380, $1440, 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Stable Foreman (Department of Street Cleaning): 


SiO ere tht is Se etree OS WA Peyear 
ZO ae ere eee on PO. ees. a hae ey ie 
WG AGS © baie alk oe peg arin On seta crahee ara as ee ery 
Ue SB, COR eet eo ers Reh eee oC ae ee bars 
LAA remit eee Sep ae PO ak UN eet vac 2 years 
NEUE A ese Ryan Ber car Whe yd rae ee Dens 
eee eae re eee ie he ec be en Ga Dea 


Stable Foreman (Bureau of Street Cleaning, Queens), Stable Foreman (Bureau 
of Street Cleaning, Richmond): 


STA ree sees ta ee ir ee eee a ws tate 1 year 
1S 0A a ne bes a Eapyet enn aR PE eRe oe ee 
fF 6 Ue cape oe Selb oa AA Lt Re PRR es oe tales 
5A Do bes coaelin Sede OC gee aE em bores 
1S RE eT en eee sg iby ie 


REFUSE DISPOSER GROUP 
SYMBOL (S D) 


The term Refuse Disposer Group is applied to those offices or employments of the 
Street Cleaning Service in which incumbents are required to assist in or to direct, super- 
vise or report on the operation of a dump, transfer or disposal point. 


1The rates of $1560 and $1620 are to be paid only to Foremen in charge of the largest 
stables. 


266 


GRADE 1 (SD1) 
TITLES OF POSITIONS— 


BOARDMAN (DEPARTMENT OF STREET CLEANING) 
BOARDMAN (BUREAU OF STREET CLEANING, QUEENS) 


DUTIES— 
Boardman (Department of Street Cleaning): 

The duties of Boardmen (Department of Street Cleaning) are to assist in and 
to record minor information relative to the operation of dumps, transfer or disposal 
points and in case of emergency to perform temporarily such other duties as may 
be assigned. 


Boardman (Bureau of Street Cleaning, Queens): 

The duties of Boardmen (Bureau of Street Cleaning, Queens), are to perform 
or to supervise the work of leveling and disinfecting dumps, transfer or disposal 
points and to direct the unloading of carts. 


QUALIFICATIONS— 
Boardman (Department of Street Cleaning): 
1. A certificate of fitness to perform the duties of Boardman, issued by the 
School for Recruits of the Department of Street Cleaning. 


Boardman (Bureau of Street Cleaning, Queens): 
1. Such qualifications as may be required by the Municipal Civil Service Com- 
mission. 


COMPENSATION— 

Range of annual compensation—$840 to $936 inclusive. 

Salary rates—$840, $864, $888, $912, $936. 

Persons temporarily employed as Boardmen, designated as Extra Boardmen, 
shall receive a per diem rate of 1-313 of the minimum annual rate prescribed for 
the position of Boardman. 

Boardmen assigned in charge of section stations or yards and employed every 
day in the year shall receive a flat rate of $840. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


BOAO. at, 5 as ole te tere Lie tee ote Cae ere ee ae 1 year 
SOF EAS GEER Pam tre ee eo ee RE 1S 
DOS ties, tot te atte Oh eee ey ton eel. Re eee 2 years 
OLA eR te SU te te Ce aa en Se oe aes 


GRADE 2 (SD 2) 
TITLES OF POSITIONS— 
ASSISTANT DUMP INSPECTOR (DEPARTMENT OF STREET 
CLEANING) 
ASSISTANT DUMP INSPECTOR (BUREAU OF STREET CLEANING, 
QUEENS) | 
DUTIES— 
Assistant Dump Inspector (Department of Street Cleaning): 
The duties of Assistant Dump Inspectors (Department of Street Cleaning) are 
to execute definite instructions from Dump Inspectors relative to the operation 


of a dump, transfer or disposal point, or relative to the recording of information, 
and to perform the duties of Dump Inspectors in their absence. 


267 


Assistant Dump Inspector (Bureau of Street Cleaning, Queens): 

The duties of Assistant Dump Inspectors (Bureau of Street Cleaning, Queens) 
are to execute definite instructions from Dump Inspectors relative to the inspection 
of a dump, transfer or disposal point, and to all reporting incident to its operation. 


QUALIFICATION S— 

1. The minimum qualifications prescribed for Grade 1 of the Refuse Collector, 
Refuse Disposer or Street Cleaner Group, or for Motor Truck Driver in Grade 2 
of the Motor Refuse Collector Group. 

2. Not less than three years of appropriate experience in Grade 1 of the Refuse 
Collector, Refuse Disposer or Street Cleaner Group, or as Motor Truck Driver in 
Grade 2 of the Motor Refuse Collector Group. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Assistant Dump Inspector (Department of Street Cleaning): 
Range of annual compensation—$1020 to $1140 inclusive. 
Salary rates—$1020, $1080, $1140. 
Assistant Dump Inspector (Bureau of Street Cleaning, Queens): 
Range of annual compensation—$1020 to $1080 inclusive. 
Salary rates—$1020, $1080. 
SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


GRADE 3 (SD3) 
TITLES OF POSITIONS— 


DUMP INSPECTOR (DEPARTMENT OF STREET CLEANING) 
DUMP INSPECTOR (BUREAU OF STREET CLEANING, QUEENS) 


DUTIES— 
Dump Inspector (Department of Street Cleaning): 


The duties of Dump Inspectors (Department of Street Cleaning), which involve 
responsibility for the operation of a dump, transfer or disposal point, are to execute 
definite instructions relative to the supervision, inspection and. recording of the 
dumping of loads and the loading, shifting, recording and removing of scows or 
other conveyances, or on assignment, to act as Assistant District Superintendent. 


Dump Inspector (Bureau of Street Cleaning, Queens): 

The duties of Dump Inspectors (Bureau of Street Cleaning, Queens) are to in- 
spect dumps, transfer or disposal points, and to make reports as to their general 
condition, the men on duty and the kind of material deposited. 


QUALIFICATIONS— 
1. The minimum qualifications prescribed for Grade 2 of the Refuse Col- 
lector, Refuse Disposer or Street Cleaner Group. 
2. Not less than one year of appropriate experience in Grade 2 of the Refuse 
Collector, Refuse Disposer or Street Cleaner Group. 
3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


268 


COMPENSATION— 
Dump Inspector (Department of Street Cleaning): 
Range of annual compensation—$1200 to $1500 inclusive. 
Salary rates—$1200, $1260, $1320, $1380, $1440, $1500. 
Dump Inspector (Department of Street Cleaning) assigned as Assistant Dis- 
trict Superintendent: 
Range of annual compensation—$1620 to $1740 inclusive. 
Salary rates—$1620, $1740. 
Dump Inspector (Bureau of Street Cleaning, Queens): 
Range of annual compensation—$1140 to $1440 inclusive. 
Salary rates—$1140, $1200, $1260, $1320, $1380, $1440. 
SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 


service required at each rate before advancement to the next rate. See also page 30. 


Dump Inspector (Department of Street Cleaning): 


S1Z00 seeks cc oe se eee ane enemas 1 year 
1260 4.5. 2s ee ee eee iS 
1320 ses Ooeye ace On eee ee LP e 
1380 8 sees) ceed eee ee i 
1440-4 2c wees ares oe ee ere 2 years 

Dump Inspector (Bureau of Street Cleaning, Queens): 

SEIAO Tats ot eta care eee eee 1 year 
DOO ih, since Gree a ee es ed ee Lip 
1260.7 o ata seach ai eee oe es 
L320 as eee eee re eee 1 
1S BO Gar cn Rao ea ert tan eee ene 1 


STREET CLEANER GROUP 
SYMBOL (S C) 


The term Street Cleaner Group is applied to those offices or employments of the Street 


Cleaning Service in which incumbents are required to clean streets, to separate, collect and 
remove refuse or to collect and remove dirt and snow, or to supervise, inspect or report 
on this work. 


GRADE 1 (SC1) 


TITLES OF POSITIONS— 


SWEEPER (DEPARTMENT OF STREET CLEANING) 
SWEEPER (BUREAU OF STREET CLEANING, QUEENS) 
SWEEPER (BUREAU OF STREET CLEANING, RICHMOND) 


DUTIES— 


The duties of incumbents of these positions are to clean the streets, to remove 
dirt, refuse and snow by the use of brooms, hand scrapers, hose or other equip- 
ment, and in case of emergency to perform temporarily such other duties as may 
be assigned. | 

In addition the duties of Sweepers (Bureau of Street Cleaning, Richmond) in- 
clude the making of light repairs on macadam roads. 


269 


QUALIFICATIONS— 


Sweeper (Department of Street Cleaning): 


1. A certificate of fitness to perform the duties of Sweeper, issued by the 
School for Recruits of the Department of Street Cleaning. 


Sweeper (Bureau of Street Cleaning, Queens), Sweeper (Bureau of Street 
Cleaning, Richmond): 
1. Such qualifications as may be required by the Municipal Civil Service Com- 
mission. 


COMPENSATION— 
Range of annual compensation—$792 to $888 inclusive. 
Salary rates—$792, $816, $840, $864, $888. 
Persons temporarily employed as Sweepers, designated as Extra Sweepers, shall 
receive a per diem rate of 1-313 of the minimum annual rate prescribed for the 


position of Sweeper. 
Sweepers employed on flushing work shall receive an additional compensation 


of 15c. per diem. 
Sweepers assigned in charge of section stations or yards and employed every 
day in the year shall receive a flat rate of $840. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


B/C raed eo as Ree ee Une, 1 year 
SEO re reer eek Sea aM Stes cra ee ees ae 
CULL i Ntacan Sy on he ils Bene ae he AP 2 years 
15k RR Ae et tender cre Aa pe 2 


GRADE 2 (SC 2) 


TITLES OF POSITIONS— 


ASSISTANT SECTION FOREMAN (DEPARTMENT OF STREET CLEANING) 
ASSISTANT SECTION FOREMAN (BUREAU OF STREET CLEANING, QUEENS) 


DUTIES— 

The duties of incumbents of these positions are to execute definite instructions 
from Section Foremen relative to the supervision, inspection and reporting of the 
cleaning of streets, the separation, collection and removal of refuse, or the collec- 
tion and removal of dirt and snow, and to perform the duties of Section Foremen 
in their absence. 

In addition the duties of Assistant Section Foremen (Bureau of Street Clean- 
ing, Queens) include the supervision, inspection and reporting of the disposal of 
dirt, refuse and snow. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 1 of the Refuse Col- 
lector, Refuse Disposer or Street Cleaner Group, or for Motor Truck Driver in 
Grade 2 of the Motor Refuse Collector Group. 

2. Not less than three years of appropriate experience in Grade 1 of the Refuse 
Collector, Refuse Disposer or Street Cleaner Group, or as Motor Truck Driver in 
Grade 2 of the Motor Refuse Collector Group. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


270 


COMPENSATION— 


Assistant Section Foreman (Department of Street Cleaning): 
Range of annual compensation—$1020 to $1140 inclusive. 
Salary rates—$1020, $1080, $1140. 


Assistant Section Foreman (Bureau of Street Cleaning, Queens): 
Range of annual compensation—$1020 to $1080 inclusive. 
Salary rates—$1020, $1080. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


GRADE 8 (SC3) 
TITLES OF POSITIONS— 


SECTION FOREMAN (DEPARTMENT OF STREET CLEANING) 
SECTION FOREMAN (BUREAU OF STREET CLEANING, QUEENS) 
SECTION FOREMAN (BUREAU OF STREET CLEANING, RICHMOND) 


DUTIES— 


The duties of incumbents of these positions, which involve responsibility for all 
the work of a street cleaning section, are to execute definite instructions from Dis- 
trict Superintendents relative to the supervision, inspection and reporting of the 
cleaning of streets, the separation, collection and removal of refuse and the collec- 
tion and removal of dirt and snow, or for Section Foremen (Department of Street 
Cleaning) on assignment, to act as Assistant District Superintendent. 

In addition the duties of Section Foremen (Bureau of Street Cleaning, Queens) 
include the supervision, inspection and reporting of the disposal of dirt, refuse 
and snow. 

The duties of Section Foremen (Bureau of Street Cleaning, Richmond) include 
the general duties outlined above with the exception of the collection and removal 
of refuse other than sweepings and dirt. 


QUALIFICATIONS— 
1. The minimum qualifications prescribed for Grade 2 of the Refuse Collector, 
Refuse Disposer or Street Cleaner Group. 
2. Not less than one year of appropriate experience in Grade 2 of the Refuse 
Collector, Refuse Disposer or Street Cleaner Group. 
3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Section Foreman (Department of Street Cleaning): 
Range of annual compensation—$1200 to $1500 inclusive. 
Salary rates—$1200, $1260, $1320, $1380, $1440, $1500. 
Section Foreman (Department of Street Cleaning) assigned as Assistant Dis- 
trict Superintendent: 
Range of annual compensation—$1620 to $1740 inclusive. 
Salary rates—$1620, $1740. 
Section Foreman (Bureau of Street Cleaning, Queens), Section Foreman 
(Bureau of Street Cleaning, Richmond): 


Range of annual compensation—$1140 to $1440 inclusive. 
Salary rates—$1140, $1200, $1260, $1320, $1380, $1440. 


271 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Section Foreman (Department of Street Cleaning): 


SS VAN NSE oh cote, Poet MONA oan Sei Pare SR 1 year 
1Wa © WE ND ACL teh AP Ph en cae” tikes 
1 PGI Sea Roar pate erg ia 4 eh A an AE Late 
NO PN Rent ee eats RO ae Oa cn ey Lee 
PN ect tare oy) Be Wider eg cv ins ligne ees 2 years 


Section Foreman (Bureau of Street Cleaning, Queens), Section Foreman 
(Bureau of Street Cleaning, Richmond): 


SLA Fe ik Pe A a do eh ea a 1 year 
1 SNM oe eS bo oa ca Sanh Bea Pa ar Na 
EL OU tee ens Veet. oe hate Shae 5 ee ree 
LOL MRA eRe ese Ri da Moe eae: Dew 
Ae De eg as, GEN AM PR ae ee 


SUPERVISOR GROUP 
SYMBOL (S S) 


The term Supervisor Group is applied to those offices or employments of the Street 
Cleaning Service in which incumbents are required to supervise either a specialized function 
or the routine work of the Department of Street Cleaning, or of the Bureau of Street 
Cleaning in Queens or Richmond, within the limits of a district, a borough, or the city, 
including the cleaning of streets, the collection, removal, transfer and disposal of retuse 
or snow, the removal of encumbrances from streets, and the inspection and care of all 
property belonging to the department. 


GRADE 1 (SS1) 


TITLES OF POSITIONS— 


DISERICT SUPERINTENDENT “(BUREAU OF “STREET -CLEANING, 


QUEENS) 
DISTRICT (SUPERINTENDENT © (BUREAU? OF STREET ‘CLEANING, 


RICHMOND)* 
DUTIES— 


District Superintendent (Bureau of Street Cleaning, Queens): 

The duties of District Superintendents (Bureau of Street Cleaning, Queens) 
are to be responsible for the regular operations of the Bureau of Street Cleaning 
within the limits of a district, including the supervision, inspection and reporting 
of the work of cleaning streets, the separation, collection, removal and dumping of 
dirt, refuse or snow, and the inspection and care of property belonging to the de- 
partment, except in so far as any of the above work shall be assigned to other 
officers. 


*The former title of the District Superintendent (Bureau of Street Cleaning, Richmond) 
was Inspector. 


272 


District Superintendent (Bureau of Street Cleaning, Richmond): 


The duties of District Superintendents (Bureau of Street Cleaning, Richmond) 
are to be responsible for the regular operations of the Bureau of Street Cleaning 
within the limits of a district, including the supervision, inspection and reporting 
of the work of cleaning streets, the collection, removal and dumping of sweepings, 
dirt and snow, the removal of encumbrances from the streets, and the inspection 
and care of property belonging to the department, except in so far as any of the 
above work shall be assigned to other officers; or when so assigned, to take charge 
of the operation of stables, the collection and removal of refuse other than 
sweepings or dirt and special work on destructors. 


QUALIFICATIONS— 
1. Such qualifications as may be required by the Municipal Civil Service 
Commission. 
COMPENSATION— 
District Superintendent (Bureau of Street Cleaning, Queens): 
Range of annual compensation—$1620 to $1920 inclusive. 
Salary rates—$1620, $1740, $1920. 
District Superintendent (Bureau of Street Cleaning, Richmond): 
Range of annual compensation—$1500 to $1740 inclusive. 
Salary rates—$1500, $1620, $1740. 
SPECIAL REGULATION GOVERNING COMPENSATION— 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 

SPECIAL CONDITION GOVERNING ADVANCEMENT— 

The following table indicates the minimum number of years of meritorious 

service required at each rate before advancement to the next rate. See also page 30. 


District Superintendent (Bureau of Street Cleaning, Queens): 


S1O20 oe ia es nah oles Rie ees 1 year 
1/4 art ee een eee eee ee 2 years 
District Superintendent (Bureau of Street Cleaning, Richmond): 
$1500 2. eee oe nl sce ee ree 1 year 
1620 A ee eee Oe en eee 2 years 


GRADE 2 (SS2) 


TITLES OF POSITIONS— 


DISTRICT SUPERINTENDENT (DEPARTMENT OF STREET CLEANING) 
ASSISTANT SUPERINTENDENT OF FINAL DISPOSITION (DEPARTMENT OF 


STREET CLEANING) 


ASSISTANT SUPERINTENDENT OF SNOW REMOVAL (DEPARTMENT OF 


STREET CLEANING) 


ASSISTANT SUPERINTENDENT (BUREAU OF STREET CLEANING, RICH- 


MOND) 
DUTIES— 
District Superintendent (Department of Street Cleaning): 


The duties of District Superintendents (Department of Street Cleaning) are to 
be responsible for the regular operations of the Department of Street Cleaning 


273 


within the limits of a district, including the supervision, inspection and reporting of 
the work of cleaning streets, the separation, collection, removal and dumping of dirt, 
refuse or snow, the removal of encumbrances from the streets, and the inspection 
and care of property belonging to the department, except in so far as any of the 
above work shall be assigned to other officers; or when under special assignment, 
to act as Borough Superintendent in The Bronx, to assist the Deputy Commissioner 
in charge of that borough in all matters of policy in the operations of the Depart- 
ment of Street Cleaning and to be responsible for the routine operations of the 
department within the limits of that borough; or to act as Superintendent of In- 
spection and Instruction and to be responsible for the investigation and inspection 
of the routine work of the Department of Street Cleaning and for the instruction 
of department forces in routine or special operations carried on by the department, 
including the management of the School for Recruits; or to act as Assistant to the 
Superintendent of Inspection and Instruction. 


Assistant Superintendent of Final Disposition (Department of Street Cleaning): 


The duties of the Assistant Superintendent of Final Disposition (Department 
of Street Cleaning) are to assist the Superintendent of Final Disposition, to be 
responsible for the performance of assigned duties and to carry on the work 
of the Superintendent of Final Disposition during his absence. 


Assistant Superintendent of Snow Removal (Department of Street Cleaning): 

The duties of the Assistant Superintendent of Snow Removal (Department of 
Street Cleaning), which are performed in the central office and are subject to the 
direction of the Superintendent of Snow Removal, are to be responsible for routine 
operations involved in the direction and recording of the work of snow fighting 
and snow removal, to perform the duties of the Superintendent of Snow Removal 
during his absence and to assist him in all matters relating to such work, including 
the preparation, assignment, distribution and recording of special equipment or sup- 
plies used in snow removal, the transmission of orders, the receiving and recording 
of reports, the calculation of quantities and the supervision of the central office 
force engaged in the above work.* 


Assistant Superintendent (Bureau of Street Cleaning, Richmond): 


The duties of the Assistant Superintendent (Bureau of Street Cleaning, Rich- 
mond) are to assist the Superintendent (Bureau of Street Cleaning, Richmond), 
to be responsible for the performance of assigned duties, and to carry on the work 
of the Superintendent during his absence. 


QUALIFICATIONS— 


District Superintendent (Department of Street Cleaning), Assistant Superin- 
tendent of Final Disposition (Department of Street Cleaning), Assistant 
Superintendent of Snow Removal (Department of Street Cleaning): 


1. The minimum qualifications prescribed for Grade 3 of the Refuse Collector, 
Refuse Disposer or Street Cleaner Groups. 

2. I£ appointed by promotion, not less than one year of appropriate experience 
in Grade 3 of the Refuse Collector, Refuse Disposer or Street Cleaner Groups, or 
if appointed as the result of an open competitive examination, experience in work 
of the character and standard of those grades. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


1A Section Foreman, Stable Foreman or Dump Inspector may be designated to assist 

« the Assistant Superintendent of Snow Removal (Department of Street Cleaning) in record- 

ing facts regarding snow fighting and snow removal, distributing special stationery and 
acting for the Assistant Superintendent of Snow Removal in his absence. 


274 


Assistant Superintendent (Bureau of Street Cleaning, Richmond): 

1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 

Range of annual compensation—$1920 to $2460 inclusive. 

Salary rates—$1920, $2100, $2280, $2460. 

A special rate of $2580 shall be paid to the District Superintendent (Department 
of Street Cleaning) who is assigned as Borough Superintendent of The Bronx and 
to the District Superintendent (Department of Street Cleaning) who is assigned 
as Superintendent of Inspection and Instruction. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 

SPECIAL CONDITION GOVERNING ADVANCEMENT— 


_ The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


SIOZ0 Fes cer mae Meet eens ees 1 year 
Z1OD: Ses ORS ete one eae 2 years 
2280 Soo DES, 2 sl Ae ee Aree ee ee Zs 


GRADE 8 (SS3) 
TITLES OF POSITIONS— 
ASSISTANT GENERAL SUPERINTENDENT (DEPARTMENT OF STREET 


CLEANING) 

BOROUGH SUPERINTENDENT (DEPARTMENT OF STREET CLEANING, 
BROOKLYN) 

SUPERINTENDENT OF FINAL DISPOSITION (DEPARTMENT: OF STREET 
CLEANING) 


SUPERINTENDENT (BUREAU OF STREET CLEANING, QUEENS)?* 
SUPERINTENDENT (BUREAU OF STREET CLEANING, RICHMOND)* 


DUTIES— 
Assistant General Superintendent (Department of Street Cleaning): 


The duties of the Assistant General Superintendent (Department of Street 
Cleaning) are to assist the General Superintendent (Department of Street Clean- 
ing) in the work devolving upon him as head of the uniformed force and in the 
supervision of all operations of the Department of Street Cleaning within the Bor- 
ough of Manhattan. 


Borough Superintendent (Department of Street Cleaning, Brooklyn): 


The duties of the Borough Superintendent (Department of Street Cleaning, 
Brooklyn) are to assist the Deputy Commissioner in charge of the Borough of 
Brooklyn in all matters of policy in the operations of the Department of Street 
Cleaning and to be responsible for the routine operations of the department within 
the limits of that borough. 


*This position is at present exempt. It is recommended that it be placed in the com- 
petitive class. 


275 


Superintendent of Final Disposition (Department of Street Cleaning): 

The duties of the Superintendent of Final Disposition (Department of Street 
Cleaning) are to be responsible for the proper removal and disposal of refuse 
delivered at dumping or disposal points and for the supervising, recording and 
reporting of disposal work done by the department or by contractors. 


Superintendent (Bureau of Street Cleaning, Queens): 

The duties of the Superintendent (Bureau of Street Cleaning, Queens) are to 
be responsible for the routine operations of the bureau within that borough, including 
the supervision, inspection and reporting of the work of cleaning streets, the 
separation, collection, removal and disposal of dirt, refuse or snow, the inspection 
and care of property belonging to the bureau, and the investigation of complaints, 
except in so far as any of the above work shall be assigned to other officers. 


Superintendent (Bureau of Street Cleaning, Richmond): 

The duties of the Superintendent (Bureau of Street Cleaning, Richmond) 
include those outlined above for Superintendent (Bureau of Street Cleaning, 
Queens) and in addition, the removal of encumbrances from streets. 


QUALIFICATIONS— 


Assistant General Superintendent (Department of Street Cleaning), Borough 
Superintendent (Department of Street Cleaning, Brooklyn), Superin- 
tendent of Final Disposition (Department of Street Cleaning): 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

Surerintendent (Bureau of Street Cleaning, Queens), Superintendent (Bureau 
of Street Cleaning, Richmond): 

1. Such qualifications as are outlined in the Charter of the City of New York. 
2. Ability to discharge the duties of the position satisfactory to the appointing 


officer. 

3. Such qualifications as may be required by the Municipal Civil Service 
Commission. 

If the position is classified as exempt, the minimum qualifications shall consist 
Ota laance?: 


If the position is classified as competitive in accordance with the recommenda- 
tions of the Bureau of Personal Service, the minimum qualifications shall consist of 
Taaud xo. 


COMPENSATION— 


Assistant General Superintendent (Department of Street Cleaning), Borough 
Superintendent (Department of Street Cleaning, Brooklyn), Superin- 
tendent of Final Disposition (Department of Street Cleaning): 

Range of annual compensation—$2700 to $2940 inclusive. 
Salary rates—$2700, $2940. - 


Superintendent (Bureau of Street Cleaning, Queens), Superintendent (Bureau 
of Street Cleaning, Richmond): 
Range of annual compensation—$2940 to $3180 inclusive.’ 
Salary rates—$2940, $3180. 


1The rates, $2940 to $3180, for Superintendent (Bureau of Street Cleaning, Queens) 
and Superintendent (Bureau of Street Cleaning, Richmond) apply as long as these bureaus 
remain units separate from the Department of Street Cleaning. The higher rates are recom- 
mended because of the greater independent responsibility of the Superintendent under the 
borough government. 


276 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment indi- 
cating that the rate requested does not exceed the value of the work to be per- 
formed. 


GRADE 4 (SS 4) 
TITLES OF POSITIONS— 
GENERAL SUPERINTENDENT (DEPARTMENT OF STREET CLEANING) 


DUTIES— 

The duties of the incumbent of this position are to be responsible for work 
devolving upon him as head of the uniformed force of the Department of Street 
Cleaning, to act as Borough Superintendent of the Borough of Manhattan and to 
assist the Commissioner in all matters of policy concerning the uniformed force 
and in the preparation, transmission and enforcement of orders, charges and 
instructions. 


QUALIFICATIONS— 
1. The minimum qualifications prescribed for Grade 3. 
2. Not less than one year of appropriate experience in Grade 3, or if appointed 
as the result of an open competitive examination, experience in work of the 
character and standard of Grade 3. 
3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$3180 to $3660 inclusive. 
Salary rates—$3180, $3420, $3660. 


277 


SKILLED TRADES SERVICE 
SYMBOL (T) 


The term Skilled Trades Service is applied to those offices or employments 
the duties of whose incumbents are to perform manual work requiring experi- 
ence and skill in a recognized trade or handicraft or to assist in or supervise the 
performance of such work. 


BOOKBINDER GROUP 
SYMBOL (TD) 


The term Bookbinder Group is applied to those employments of the Skilled Trades 
Service in which incumbents are required to bind and repair books or.to perform other duties 
peculiar to the bookbinding trade. 


GRADE 1 (TD1) 


TITLES OF POSITIONS— 
BOOKBINDER 
DUTIES— 

The duties of incumbents of these positions are to fold, sew and finish book 
work, to bind loose leaves, to repair broken binding and torn leaves, to mount maps, 
to patch and rebind old records, to rule paper, to make filing boxes, on special 
work to do marbling, gilt-edging and lettering, and to perform such other work as 
may properly be required of bookbinders. 


QUALIFICATIONS— 
1. Service as apprentice during the length of time locally stipulated by the 
trade. 


2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$1140 to $1320 inclusive. 
Salary rates—$1140, $1200, $1260, $1320.* 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


BUILDER GROUP 
. SYMBOL (TB) 
The term Builder Group is applied to those employments of the Skilled Trades Service 
in which incumbents are required to perform duties pertaining to the bricklaying, cement- 


mason, flagging, glazing, marble-setting, paving, plastering, ramming, stone-cutting and stone- 
mason trades. 


*The rates of $1260 and $1320 are established as maximum rates for Bookbinders who 
perform independently the most difficult and responsible work, such as being responsible 
for all the work of an important plant. 


278 


GRADE 1 (TBI 


TITLES OF POSITIONS— 


BRICKLAYER 
CEMENT-MASON 
FLAGGER 
GLAZIER 
MARBLE-SETTER 
PAVER 
PLASTERER 
RAMMERMAN 
STONE-CUTTER 
STONE-MASON 


s 


DUTIES— 


Bricklayer: 


The duties of Bricklayers are to lay bricks to line and grade in or upon any 
structure or form of work; to do fireproofing, block arching, terra cotta cutting and 
setting; to lay and cut tile, plaster, mineral wool and cork blocks or any substitute 
therefor; to cut, rub and grind brick; to set cut stone trimmings of brick buildings; 
to perform such other work as may properly be required of bricklayers. 


Cement-mason: 
The duties of Cement-masons are to lay out, grade and lay cement floors, 


pavements and sidewalks; to perform such other work as may properly be required 
of cement-masons, 


Flagger: 


The duties of Flaggers are to set, reset and firmly bed curbs and flags; to lay 
cross walks and pavement to line and grade; to perform such other work as may 
properly be required of flaggers. 


Glazier: 


The duties of Glaziers are to cut and fit glass for sash, picture and map frames; 
to install glass, sash cord and sash chains; to putty and re-putty sash whenever 
necessary; to perform such other work as may properly be required of glaziers. 


Marble-setter: 


The duties of Marble-setters are to set marble, slate stone, glass and artificial 
imitations of the same; to set the interior marble work in buildings; to perform 
such other work as may properly be required of marble-setters. 


Paver: 


The duties of Pavers are to lay pavement; to keep the course of stone or wood 
blocks even and straight; to break joints properly and to make closure; to fit pave- 
ment around manholes and water gates; to regulate sand cushions to the required 
crown of street; to perform such other work as may properly be required of pavers. 
Plasterer: 


The duties of Plasterers are to do interior or exterior plastering, plain or orna- 
mental, with stucco, cement and lime mortars or patent materials; to do artificial 
marble work and composition work in all its branches; to cover walls, ceilings, 
piers, columns, or any part of a construction with’ any plastic material; to perform 
such other work as may properly be required of plasterers. 


Rammerman: 
The duties of Rammermen are to ram down stone to a solid base; to regulate 


the finished surface; to give all necessary assistance to the paver; to perform such 
other work as may properly be required of rammermen. 


279 


Stone-cutter: 

The duties of Stone-cutters are to cut, dress, joint and set granite, limestone 
or other hard stone for curbs, sills, walls, steps, arches, lintels and building blocks; 
to perform other repair or new work, including street work and rock faced ashlar; 
to do polishing ; to make up, sharpen or dress tools by hand or machine; to perform 
such other work as may properly be required of stone-cutters. 

Stone-mason: 

The duties of Stone-masons are to lay rubble work with or without mortar; to 
set cut stone, marble, slate or manufactured stone; to cut shoddies or roughly 
dressed ashlar; to dress jambs, corner stones and ringstones; to clean and point 
stone work; to cut, set and point cement blocks or artificial stone; to do repair 
work; to perform such other work as may properly be required of stone-masons. 


QUALIFICATIONS— 
1. Service as apprentice during the length of time locally stipulated by the 
respective trade. 
2, Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


The per diem compensation for work performed in this grade shall be the 
prevailing rate of wages for these occupations as provided by Section 3 of Article 2 
of the New York State Labor Law. The following rates appear to be the pre- 
vailing rates at the present time:* 


RICA ve ree Mtr cite icin Sons aiie-c Grete: one u teaiee aay $6.00 per day, 8 hours 
Beret i ASOllee ee ety arcln ake ata ics saa We oes SOs arama ax 
Hae Pete ar cet fae ieee le eke tee a hes a 4 OO Wet e sf 
Cale OAM EN eee, eee cece ein Od oe ikl need Se ere EOD A ithe. a 
Marblerte tere er tries en gine Ch ae Pen ec We SOU sears G 
Pea VCRs oP eC re ied eee tec etciiere ep cia amen es SS O0wEag aa a 
TA StCL Ore mr tens Wiig te 2 titta sine ag ek 3 celsius) ars 9.66 wig’e's Oe “ 
PCAUIMeYTialipen torn eile a atis eed Kala e ek ls at es 4-00 tes 8. . 
SS TOILSRCUCCC IMME unten oe chermec man cae trees 38 6s cia aoe 5 OO R a rac: ee 
SOIC ema SOtlin etre at eet EN a's oko. 8 hei eie « 5 OO ae a 


DIVER GROUP 
SYMBOL (TV) 


The term Diver Group is applied to those employments of the Skilled Trades Service 
in which incumbents are required to perform or to assist in the performance of submarine 
investigation or other work requiring the use of a diver’s equipment. 


GRADE 1 (T V1) 


TITLES OF POSITIONS— 
ASSISTANT DIVER 
DUTIES— 

The duties of incumbents of these positions are to adjust, remove and under 
direction to repair diver’s apparatus; to hold the air supply pipe; to receive from 
and convey to the diver, while under water, by means of signal rope any instructions 
necessary; and to supervise the work of employes operating the air pump. 


*Persons working under these titles may be paid the prevailing rate only when employed 
on the duties prescribed above. 


280 


QUALIFICATIONS— 
1. Experience in operating air pumps for divers. 
2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Per diem rate—$3.50. 


GRADE 2 (TV 2) 


TITLES OF POSITIONS— 
DIVER 
DUTIES— 

The duties of incumbents of these positions, which are performed under the 
direction of chief divers or engineers, are to explore or gather objects under water; 
to handle a suction pump for removing debris; to arrange explosives for blasting; 
to place materials for foundations; to perform such other work as may properly 
be required of divers. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Hourly rate—$1.25. 


GRADE 8 (TV3) 


TITLES OF POSITIONS— 


CHIEF DIVER 
DUTIES— 


The duties of incumbents of these positions are to assign and supervise the work 
of employes in Grades 1 and 2, to inspect and oversee the purchase of divers’ 
apparel, to arrange explosives and when necessary to perform independently the 
most difficult and responsible submarine investigations. 

QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than three years of appropriate expe- 
rience in Grade 2, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$1620 to $1920 inclusive. 
Salary rates—$1620, $1740, $1920. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


y 


281 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


AUG oid beg hanes Sent eas a ae ee 2 years 


ELECTRICAL WORKER GROUP 
SYMBOL (TE) 


The term Electrical Worker Group is applied to those employments of the Skilled 
Trades Service in which incumbents are required to perform work not requiring professional 
education or training in the installation, operation and repair of electrical equipment. 


GRADE 1 (TE1) 
TITLES OF POSITIONS’ — 


BATTERYMAN 
CRANEMAN 
LINEMAN 
WIREMAN 
DUTIES— 
Batteryman: 


The duties of Batterymen are to charge and repair storage batteries, fire alarm 
boxes and other batteries. 


Craneman: 

The duties of Cranemen are to operate and make minor repairs to electric 
cranes. k 
Lineman: 

The duties of Linemen are to erect, climb and remove poles and to run cables 
and wires overhead or underground. 
Wireman: 


The duties of Wiremen are to do wiring for electric bells, lights and motors 
and other interior wire and conduit work. 


QUALIFICATIONS— 
1. Service as apprentice during the length of time locally stipulated by the 
trade. 


2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


1The incumbents of a number of positions as Lineman, Wireman and Batteryman are at 
present performing the duties of Electricians. The positions of Lineman, Wireman and 
Batteryman are classified by the Municipal Civil Service Commission in the labor class. The 
position of Electrician is a higher position in the competitive class. In order to perform 
work proper to their titles and to receive the prevailing rate for Electricians, it will be 
necessary for Linemen, Wiremen and Batterymen who perform Electricians’ work to take 
a promotion examination for Electrician. Three years of service in the labor class is required 
before promotion to the competitive class. It is not desirable in future to fill existing posi- 
tions or create new positions as Wireman. 


282 


COMPENSATION— 
Regular Service Exclusive of Sundays: 


Batteryman, Lineman, Wireman: 
Range of annual compensation—$960 to $1140 inclusive. 
Salary rates—$960, $1020, $1080, $1140. 

Craneman: 
Range of annual compensation—$900 to $1080 inclusive. 
Salary rates—$900, $960, $1020, $1080. 

Temporary Service: 

Batteryman, Craneman, Lineman, Wireman: 


Per diem compensation—$3. 


GRADE 2 (TE 2) 
TITLES OF POSITIONS’ — 


BATTERY, CONS DRUC TOR: 
CABLE SPLICER 
ELECTRICIAN 

FOREMAN LINEMAN 


DUTIES— 


Battery Constructor: 

The duties of Battery Constructors, which require a thorough knowledge of 
automobile and other types of batteries, are to construct and repair starting, lighting 
and ignition batteries. 

Cable Splicer: 

The duties of Cable Splicers are to splice electric cables, to assist in their 
installation and to perform such other work as may properly be required of Cable 
Splicers. 


Electrician: 

The duties of Electricians are to install electric appliances, to set and repair 
meters, to install and repair motors, dynamos, switchboards, electric fans and other 
electric fixtures, to assemble and repair electric machines and to perform such 
other work as may properly be required of Electricians. 


Foreman Lineman: 

The duties of Foremen Linemen, which involve supervision of the work of 
Linemen in Grade 1 and of other employes, are to be responsible for the erection 
and removal of poles and the stringing of wires and cables. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than three years of appropriate experi- 
ence in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Hereitey Civil 
Service Commission. 


COMPENSATION— 


Regular Service Exclusive of Sundays: 
Cable Splicer, Foreman Lineman: 


Range of annual compensation—$1260 to $1440 inclusive. 
Salary rates—$1260, $1320, $1380, $1440. 


*See note on Grade 1. 


283 


Regular Service Exclusive of Sundays, Holidays and Saturday Afternoons: 
Cable Splicer, Foreman Lineman: 


Range of annual compensation—$1140 to $1320 inclusive. 
Salary rates—$1140, $1200, $1260, $1320. 


Per Diem Rates: 
Battery Constructor, Electrician: 

The per diem compensation for work performed in this grade shall be the 
prevailing rate of wages for these occupations as provided by Section 3 of Article 2 
of the New York State Labor Law. The following rates appear to be the prevailing 
rates at the present time :* 

Battery ae ONS (LUClOr eit hha ka tle roe wit we ects $5.00 per day, 8 hours 

PECERIGIANae te ts oe Wee Seidel Mele ae rete ow ck ed ole a ee St 2) aang oS . 


GRADE 8 (TE3) 
TITLES OF POSITIONS— 
FOREMAN CABLE SPLICER 
* FOREMAN ELECTRICIAN 
DUTIES— 
Foreman Cable Splicer: 
The duties of Foremen Cable Splicers, which involve supervision of Cable 
Splicers in Grade 2, are to be responsible for the proper splicing and installation of 
electric cables. 


— 


Foreman Electrician: 

The duties of Foremen Electricians, which involve supervision of the work of 
employes in Grades 1 and 2, are to be responsible for the proper installation, main- 
tenance and repair of electric appliances, machinery, wires and equipment. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than three years of appropriate experi- 
ence in Grade 2, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

COMPENSATION— 
Foreman Cable Splicer, Foreman Electrician: 
Regular Service Every Day in the Year: 

Annual compensation’°—$1920. 

Regular Service Exclusive of Sundays: 

Annual compensation’—$1680. 

Regular Service Exclusive of Sundays, Holidays and Saturday Afternoons: 

Annual compensation’—$1500, 

Foreman Electrician: 
Temporary Service: 
Per diem compensation’*—$5.50. 


*Persons working under these titles may be paid the prevailing rates only when employed 


on the duties prescribed above. 
*Where work will last continuously throughout the year, the annual rate shall be paid. 
®Where work is temporary and will not last continuously throughout the year, the 


daily rate shall be paid. 


284 


ENGINEMAN GROUP 
SYMBOL (TG) 


The term Engineman Group is applied to those employments of the Skilled Trades 
Service in which incumbents are required to operate and repair all machinery used in the 
production of light, heat and power for buildings, power for steam rollers, large cranes, or 
for hoisting and pile driving, or to supervise such work.* 


GRADE 1 (TG1) 


TITLES OF POSITIONS— 
FIREMAN 
OILER 


DUTIES— 


Fireman: 

The duties of Firemen are to maintain proper pressure in boilers; to do such 
cleaning and painting work as is required to keep the boilers and boiler room in 
proper condition; to see that the proper quantity of water is pumped into the 
boilers; to perform such other related work as may be assigned by the Engineman. 
Oiler: 

The duties of Oilers are to oil and clean machinery, to clean engine rooms, to 
assist in repair work and to perform such other related work as may be assigned 
by the Engineman. 

QUALIFICATIONS— 

1. Such qualifications as may be required by the Municipal Civil Service Com- 

mission. 


COMPENSATION— 
The per diem compensation for work performed in this grade shall be the pre- 
vailing rate of wages for these occupations as provided by Section 3 of Article 2 
of the New York State Labor Law. The following rates appear to be the prevailing 
rates at the present time: 


FPiremaric 25 6e5: (tts tee a eee ee ee ee ee $3.00 per day, 8 hours 
Fireman employed on pile driving’................ 3750 ene tae 
Oiler spac tala ook tee ee es ie eee eee ee 3700 3 alae Oe 


GRADE 2 (TG 2) 


TITLES OF POSITIONS— 
ENGINEMAN 
ENGINEMAN (PILE DRIVING AND HOISTING) 
ENGINEMAN (STEAM ROLLER) 
DUTIES— 
Engineman: 

The duties of Enginemen, which involve supervision of firemen or laborers, 
are to operate and repair boilers, engines or other equipment used in the lighting, 
heating, ventilating, refrigeration and elevator service of a building, or in the 
development of power for a pumping station, or in hoisting or drilling. 


*See also Janitor-Engineman and Senior Janitor-Engineman in Grades 3 and 4 of the 
Caretaker Group of the Custodial Service. 

*Persons working under these titles may be paid the prevailing rate only when em- 
ployed on the duties prescribed above. 

*The higher rate of $3.50 per day for Firemen employed on pile-driving work is recom- 
mended because of the seasonal character of the work, 


285 


Engineman (Pile Driving and Hoisting): 

The duties of Enginemen (Pile Driving and Hoisting) are to operate and repair 
engines, boilers and pumps used in pile driving and to operate boilers with drill or 
hoister attachment. 


Engineman (Steam Roller): 


The duties of Enginemen (Steam Roller) are to operate and repair steam 
rollers used in the construction and maintenance of asphalt and macadam roads. 


QUALIFICATIONS— 


1. A license granted by the State of New York to work as a licensed stationary 
engineer. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


The per diem compensation for work performed in this grade shall be the pre- 
vailing rate of wages for these occupations as provided by Section 3 of Article 2 
of the New York State Labor Law. The following rates appear to be the prevailing 
rates at the present time:? 


PPI CU Ary earn eis ca cat eels ol wale tie aie ais wiosa ete $4.50 per day, 8 hours 
Engineman (Pile Driving and Hoisting)......... Be Seae ty marten oy. 
Engineman (oteam Roller). 0.2... 0. oe oe ees BE OUT ead ks 


GRADE 8 (TG3) 
TITLES OF POSITIONS’ — 


SUPERVISING ENGINEMAN 
DUTIES— 


The duties of incumbents of these positions, which involve supervision of at 
least two or more Enginemen in Grade 2, and of firemen, stokers, artisans, helpers 
and other employes, and which may or may not involve covering one shift, are to 
supervise and be responsible for the installation, operation and maintenance of 
boilers, engines and other equipment used in the lighting, heating, ventilating, 
refrigeration, sewage and elevator service of the largest buildings or groups of 
buildings, and where required to be responsible for the care and upkeep of institu- 
tional buildings and grounds or for the development of power in the largest pump- 
ing stations, or in small groups of pumping stations.’ 


*Persons working under these titles may be paid the prevailing rate only when employed 
on the duties prescribed above. 
*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Supervising Engineman in the Municipal Building. 
Supervising Engineman in the Hall of Records. 
Supervising Engineman in the Kingston Avenue Hospital, Kings County Hospital, 
Metropolitan Hospital, City Hospital. 
Supervising Engineman in charge of the Ridgewood Station or in charge of pump- 
ing stations of the Department of Water Supply, Gas and Electricity, in the 
Borough of Richmond. (When Catskill water is furnished to all boroughs, this 
position may be abolished. The last three phrases of the duties definition may 
then be omitted, as no pumping stations will be required.) 
*See also Janitor-Engineman and Senior Janitor-Engineman in Grades 3 and 4 of the 
Caretaker Group of the Custodial Service. 


286 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, experi- 
ence in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Supervising Engineman in Charge of a Large Plant or Institution Not Cover- 
ing a Shift: 
Range of annual compensation without maintenance—$1740 to $2100 inclusive. 
Salary rates—$1740, $1920, $2100. 


Range of annual compensation with maintenance—$1320 to $1560 inclusive. 
Salary rates—$1320, $1440, $1560. 


Supervising Engineman Covering One Shift in a Smaller Building or In- 
stitution: 
Range of annual compensation without maintenance—$1620 to $1920 inclusive. 
Salary rates—$1620, $1740, $1920. 
Range of annual compensation with maintenance—$1200 to $1440 inclusive. 
Salary rates—$1200, $1320, $1440. 


Supervising Engineman in Charge of a Large Pumping Station or a Small 
Group of Pumping Stations: 
Range of annual compensation without maintenance—$1620 to $2100 inclusive. 
Salary rates—$1620, $1740, $1920, $2100. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Beginning with the lowest rate, advancement within this grade is conditional 


upon appraisal under the rules of the Board of Estimate and Apportionment, . 


indicating that the rate requested does not exceed the value of the work to be 
performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Supervising Engineman in Charge of a Large Plant or Institution Not Cover- 
ing a Shift: 


CLAM one, DI3Z0 7 Wes Cea emnast 1 year 
LOZ) ileal, serene LAO Teer a areas 2 years 
Supervising Engineman Covering One Shift in a Smaller Building or In- 
stitution: 
BIGLO 7 scticnen soe DIZUD Foeee a eee 1 year 
1740 tO eee re 1520 5 ce tenet 2 years 


Supervising Engineman in Charge of a Large Pumping Station or a Small 
Group of Pumping Stations: 


bo 
OC 
N 


GRADE 4 (TG4)’ 


TITLES OF POSITIONS— 
CHIEF ENGINEMAN 
DUTIES— 

The duties of incumbents of these positions, which involve supervision of 
employes in Grades 1, 2 and 3, are to supervise and be responsible for the installa- 
tion, operation and maintenance of boilers, engines and other equipment used in the 
development of power in a large number of pumping stations. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 3, or if, appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 3. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$2280 to $2460 inclusive. 
Salary rates—$2280, $2460. 


SPECIAL REGULATION GOVERNING COMPENSATION— 

Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Boe UO arte eve insta A OE tan Maeno a eae 2 years 


FIRE TELEGRAPH DESPATCHER GROUP 
SYMBOL (TH) | 


The term Fire Telegraph Despatcher Group is applied to those offices or employments 
of the Skilled Trades Service in which incumbents are required to receive and despatch 
fire alarms and other orders incident to the movement of fire companies and equipment 
and to keep the fire alarm telegraph plant in working order, or to supervise such work. 


GRADE 1 (TH1) 


TITLES OF POSITIONS— 


FIRE TELEGRAPH DESPATCHER 
DUTIES— 

The duties of incumbents of these positions are to assist in receiving and 
despatching fire alarms and other orders incident to the movement of fire com- 
panies and fire fighting equipment and in keeping the fire alarm plant in working 
order. 


*This grade should be abolished when the Catskill aqueduct has been in operation long 
enough to demonstrate its reliability as a source of water supply. No pumping stations will 
then be necessary. 


288 


QUALIFICATIONS— 

1. Evidence of ability to use the Morse telegraphic code and of familiarity 
with the principles of electric wiring and the installation of electrical apparatus, 
satisfactory to the Municipal Civil Service Commission. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

COMPENSATION— 
Manhattan, Brooklyn: 
Range of annual compensation—$1200 to $1500 inclusive. 
Salary rates—$1200, $1260, $1320, $1380, $1440, $1500. 
The Bronx, Queens, Richmond: 

Range of annual compensation—$1200 to $1440 inclusive. 

Salary rates—$1200, $1260, $1320, $1380, $1440. 

SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30 


BEAD Uiadogte Siegel ae arco RUNS Pes BUR Se 2S. I> year, 
120003 Sees Ba ote hoe ee ere Leeee 
1320 ise eee ee ee eee oy ee 
T38Qis Soh is te eee See eee io 2 years 
1440 eb) ows eee ee ee aoe 


GRADE 2 (TH 2) 


TITLES OF POSITIONS— 


SENIOR FIRE TELEGRAPH DESPATCHER 
DUTIES— 


The duties of incumbents of these positions, which involve supervision of em- 
ployes in Grade 1, are to be responsible during a tour for receiving and despatching 
fire alarms and other orders incident to the movement of fire companies and fire 
fighting equipment, and for assisting in keeping the fire alarm plant in working 
order in an entire borough, or to be responsible for the entire receiving and 
despatching system in the boroughs of The Bronx, Queens and Richmond. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


In Charge of Tour, Manhattan, Brooklyn: 


Range of annual compensation—$1620 to $1920 inclusive. 
Salary rates—$1620, $1740, $1920. 


289 


In Charge of Tour, The Bronx, Queens, Richmond: 
Range of annual compensation—$1560 to $1680 inclusive. 
Salary rates—$1560, $1680. 
In Charge of Entire Borough, The Bronx, Queens and Richmond: 
Range of annual compensation—$1800 to $1980 inclusive. 
Salary rates—$1800, $1980. 
SPECIAL REGULATION GOVERNING COMPENSATION~— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


UST @ OL egcthegee2 PCr Wh Aye ase te 2 years 
LOU eet eee te apn ene Binns oi Deus 
EGR at et ee aie eet lh as % ewes 
LSU ae Ce iehs Re ents core we Be ie 2 oes 


GRADE 3 (TH3) 


TITLES OF POSITIONS— 


VUHIPP Shik et EELEGRAPH DESPATCHER 
DUTIES— 


The duties of incumbents of these positions, which involve supervision of 
employes in Grades 1 and 2, are to be responsible for the proper despatching of 
fire alarms and orders incident to the movement of the fire companies and fire 
fighting equipment of the boroughs of Manhattan and Brooklyn, and for keeping 
the fire alarm plant in working order, or to transmit necessary signals at sight of 
large fires and to act as instructor of the fire telegraph despatchers in the department, 
or to be responsible for the maintenance of the entire fire telegraph system.* 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$2100 to $2280 inclusive. 
Salary rates—$2100, $2280. 

SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


1The duties of the Chief Fire Telegraph Despatcher in charge of maintenance may also 
be performed under the title of Superintendent of Maintenance in Grade 4 of the Laborer 
Group of the Unskilled Service. 


290 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


21007 ae. clara nied aye eet ee a eee 2 years 


JOURNEYMAN’S HELPER GROUP 
SYMBOL (TJ) 


The term Journeyman’s Helper Group is applied to those employments of the Skilled 
Trades Service in which incumbents are required to render such assistance to journeymen 
in skilled trades and to perform such independent work in the trades as may properly be 
performed by helpers.’ 


GRADE 1 (TJ1l) 
TITLES OF POSITIONS— 

BLAGKSMIGITS HELPER 
BOOKBINDER’S HELPER 
ELECTRICIAN'S HELPER 
ELEVATOR? MECHANICS THELPER 
HORSESHOER’S HELPER 
MACHINIST’S. HELPER 
MARBLE-SETTER’S HELPER 
MASON’S HELPER 
MECHANIC'S HELPER 
PLUMBER’S -HELPER 
STEAMFITTER’S HELPER 


DUTIES— | 
The duties of incumbents of these positions are to assist journeymen in their 
respective trades and tc perform such independent work in those trades as may 
properly be performed by helpers. 


QUALIFICATIONS— 
1. Such qualifications as may be required by the Municipal Civil Service 
Commission. 


COMPENSATION— 


Range of per diem compensation—$2.80 to $3 inclusive. 
Wage rates—$2.80, $2.90, $3. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


“No provision is made in these specifications for apprentices, on the assumption that no 
apprentices are required in the city service and that the city departments are not equipped 
as training schools for apprentices. 


291 


LEATHER WORKER GROUP 
SYMBOL (TL) 


The term Leather Worker Group is applied to those employments of the Skilled Trades 
Service in which incumbents are required to perform duties pertaining to the harness- 
making and shoemaking trades. 


GRADE 1 (TL1) 


TITLES OF POSITIONS— 


HARNESSMAKER 
SHOEMAKER 
DUTIES— 


Harnessmaker: 


The duties of Harnessmakers are to make and repair harness, saddles, collars, 
horse-boots, or anything made of leather or other fabric which a horse wears; to 
blacken, grease and rub up harness and saddle parts; to gum and put together 
harness; to trim gig-saddles and parts; to die out and finish harness and saddle 
parts; to cut and sew leather and operate a machine; to make halters, lines and 
traces; to re-line collars; to perform such other work as may properly be required 
ot harnessmakers. 


Shoemaker: 


The duties of Shoemakers, which may include supervision of the work of inmates 
of institutions or other helpers, are to heel, sole, patch, mend, or otherwise repair 
shoes, to make slippers and to perform such other work as may properly be required 
of shoemakers. 


QUALIFICATIONS— 
1. Service as apprentice during the length of time locally stipulated by the 
trade. 


2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 

The per diem compensation for work performed in this grade shall be the 
prevailing rate of wages for these occupations as provided by Section 3 of Article 2 
of the New York State Labor Law. The following rates appear to be the prevailing 
rates at the present time :* 


LARC SGI Klee pene Pena ae SENS werent can fie sfola estas ot $4.00 per day, 8 hours 
UGC MIA RCE Baeten meters eh econ ts. « Soret oes Gdacs ate deers laisse eh Shera tN: 


MARINE ENGINEMAN GROUP 
SYMBOL (TN) 


The term Marine Engineman Group is applied to those employments of the Skilled 
Trades Service in which incumbents are required to operate or to assist in the operation 
of the engineering equipment of steamboats. 


*Persons working under these titles may be paid the prevailing rate only when employed 
on the duties prescribed above. 


292 


GRADE 1 (TN1) 
TITLES OF POSITIONS— 


MARINE OILER 

MARINE STOKER 

MARINE WATER TENDER 
DUTIES— 


Marine Oiler: 


The duties of Marine Oilers are to oil and clean machinery, to clean engine 
rooms, to assist in repair work and to perform such other related work as may be 
assigned by a superior officer. 


Marine Stoker: 


The duties of Marine Stokers are to maintain the proper pressure in steamboat 
boilers and, when necessary, to do such cleaning and painting work as is required to 
keep the boilers, boiler rooms and bilges in proper condition; to see that the proper 
quantity of water is pumped into the boilers; to perform such other related work as 
may be assigned by a superior officer. 


Marine Water Tender: 


The duties of Marine Water Tenders are to attend to the water in boilers, to 
assist and supervise the Marine Stokers in the municipal ferry service and to 
perform such other related work as may be assigned by a superior officer. 


QUALIFICATIONS— 
Marine Stoker: 


1. Experience as Fireman, or in other work recognized by: the Municipal 
Civil Service Commission as qualifying. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


Marine Oiler, Marine Water Tender: 


1. Experience as Marine Stoker, or in other work recognized by the Municipal 
Civil Service Commission as qualifying. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


The per diem compensation for work performed in this grade shall be the pre- 
vailing rate of wages for these occupations as provided by Section 3 of Article 2 
of the New York State Labor Law. The following rates appear to be the prevailing 
rates at the present time :* 


Maringm Oiler. ts.4 8 ct wocs, shake e Laie ee eee $3.20 per day, 8 hours 
Mariner Stoker: 4 i 22, 1. ee eae ee ee eee eee 3A.” ee fee e 
Maritie;) Water: -l ender ea. eee eee 36200" ue Oa 


*Persons working under these titles may be paid the prevailing rate only when employed 
on the duties prescribed above. 


293 


GRADE 2 (TN 2) 
TITLES OF POSITIONS— 


MARINE ENGINEMAN 
DUTIES— 


The duties of incumbents of these positions are to take charge of and assume 
entire responsibility for the engineering department of steamboats other than the 
largest ferries and boats of corresponding tonnage mentioned in Grade 3, or to 
assist the Chief Marine Engineman in taking charge during a tour of duty of the 
engineering department of steamboats mentioned in Grade 3, requiring this position, 
including the operation of engineering equipment, the supervision of employes in 
Grade 1, the care of and the making of minor and emergency repairs on all machin- 
ery and the preservation of general order and cleanliness. 


QUALIFICATIONS— . 
1. The license for this position issued by the United States Steamboat In- 
spectors. 


2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Regular Service Every Day in the Year: 


Range of annual compensation—$1440 to $1680 inclusive. 
Salary rates—$1440, $1560, $1680. 


Regular Service Exclusive of Sundays: 


Range of annual compensation—$1260 to $1500 inclusive. 
Salary rates—$1260, $1380, $1500. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


AAO aha sec vass ce PIC OU Re eee Nelagce Usvexr 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


GRADE 3 (TN3) 


TITLES OF POSITIONS’ — 
CHIEF MARINE ENGINEMAN 


*The following positions are appraised at the present time in this grade: 
Chief Marine Engineman on Staten Island and 39th Street ferries of the Depart- 
ment of Docks and Ferries. 
Chief Marine Engineman on the Thomas S. Brennan of the Department of Public 
Charities. 
Chief Marine Engineman on the Correction of the Department of Correction. 
The Board of Estimate and Apportionment will list specifically by departments such 
additional positions as it considers properly appraised in this grade. 


294 


DUTIES— 


The duties of incumbents of these positions are to take charge of and assume 
entire responsibility for the engineering department of the largest ferries and of 
other steamboats of corresponding tonnage during a tour of duty, including the 
operation of engineering equipment, the supervision of employes in Grades 1 and 2, 
the care of and the making of minor and emergency repairs on all machinery and 
the preservation of general order and cleanliness. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1 or Grade 2. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 1 or Grade 2 when holding an engineer’s license or, if appointed as the 
result of an open competitive examination, experience in work of the character and 
standard of Grade 1 or Grade 2. 

3. The license for this position, covering the tonnage, issued by the United 
States Steamboat Inspectors. 

4. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Regular Service Every Day in the Year: 
Annual compensation—$1800. 


Regular Service Exclusive of Sundays: 


Annual compensation—$1560. 


MARINE OFFICER GROUP 
SVM BOL GO) 
The term Marine Officer Group is applied to those offices or employments of the Skilled 


Trades Service in which incumbents are required to navigate or to assist in the navigation 
of vessels. 


GRADE 1 (TO1) 
TITLES OF POSITIONS— 
DECKHAND 
DUTIES— 


The duties of incumbents of these positions are to operate gates and gangplanks, 
to regulate passenger traffic, to load and unload freight, to handle lines, to clean 
boats, to act as lookout and to do such other related work as may be assigned. 


QUALIFICATIONS— 
1. Such qualifications as may be required by the Municipal Civil Service Com- 
mission. 
COMPENSATION— 
Regular Service Exclusive of Sundays: 
Range of annual compensation—$792 to $888 inclusive. 
Salary rates—$792, $816, $840, $864, $888. 
Temporary Service: 


Per diem compensation—$2.50. 


295 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


DADE fang CORR. ligt ie, Aap eatgla ne 1 year 
SL Ge ata Seen ed Me PORE C er ce aes eee as Liye gt 
SAO Me res he ts chk Bek ae eke ee 2 years 
BOAR Sri a titdcge CRO OMe ee Sh aay sels Zhe 


GRADE 2 (TO2) 


TITLES OF POSITIONS— 
MATE 
DUTIES— 


The duties of incumbents of these positions are to supervise and assist deck- 
hands in their work, to manipulate the steering wheel and signal apparatus when 
required and to assist the captain or pilot in the general management of the boat, 
including, on large passenger steamboats and ferryboats, all the duties ordinarily 
performed by quartermasters. 


QUALIFICATIONS— 
1. A Pilot’s license issued by the United States Steamboat Inspectors with the 
necessary endorsement and authorization to act as Mate. 
2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 
COMPENSATION— 


Mates Acting as Quartermasters on Passenger Steamboats or Ferryboats of 
Over 1000 Gross Tons:* 


Range of annual compensation—$984 to $1080 inclusive. 
Salary rates—$984, $1032, $1080. 

Other Mates: 
Range of annual compensation—$936 to $1032 inclusive. 
Salary rates—$936, $984, $1032. 

Temporary Service: 


Per diem compensation—$3. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Mates Acting as Quartermasters on Passenger Steamboats or Ferryboats of 
Over 1000 Gross Tons: 


CORA GaNe re. 0: ARN bata cel Ss capt 2 1 year 

LOS 2a eke marie tame amc Ades 2 years 
Other Mates: 

EU SOE Geta aa Naseis Sone eies se 1 year 

RAR hots Oe tates clea atieat gga ares ogee 2 years 


Mates promoted to the work of Quartermaster on such boats shall receive the salary 
rate nearest to that received before promotion and involving no decrease. 


296 


GRADE 3 (TO3) 
TITLES OF POSITIONS — 


CAPTAIN 
FIRE PILOT 
DUTIES— 
Captain: 


The duties of Captains are to take command of steamboats, requiring under the 
laws of the United States the services of a licensed pilot or master, to manipulate 
the steering wheel and signal apparatus, and to assume entire responsibility for 
the management of the boat, the conduct of the crew and the safety of passengers 
and property. 

Fire Pilot: 


The duties of Fire Pilots are to steer fireboats used for fire extinguishment, to 
land them at the point or place designated by the officers in command and to perform 
such other work as may be assigned by these officers under the rules of the Fire 
Department. 

QUALIFICATIONS— 

1. A Pilot’s or Master’s license covering the tonnage of the boat to be operated 
issued by the United States Steamboat Inspectors. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

COMPENSATION— 
Captain: 


On steamboats other than the largest ferries and boats of corresponding 
tonnage: 


Range of annual compensation for regular service every day in the year— 
$1500 to $1740 inclusive. 
Salary rates—$1500, $1620, $1740. 


Range of annual compensation for regular service exclusive of Sundays— 


$1320 to $1560. 
Salary rates—$1320, $1440, $1560. 


On the largest ferries and boats of corresponding tonnage: 

Annual compensation for regular service every day in the year—$1920. 

Annual compensation for regular service exclusive of Sundays—$1620. 
Fire Pilot: 


Range of annual compensation—$1500 to $1620 inclusive. 
Salary rates—$1500, $1560, $1620. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Captain: 


Persons entering this grade need not necessarily begin at the lowest rate. Fixa- 
tion of the initial salary rate and advancement within this grade are conditional upon 
appraisal under the rules of the Board of Estimate and Apportionment, indicating 
that the rate requested does not exceed the value of the work to be performed. 

~ ?The following positions are appraised at the present time in this grade: 
Captain on Staten Island and 39th Street Ferries of the Department of Docks and 

Ferries. 

Captain on the Brennan of the Department of Public Charities. 
Captain on the Correction of the Department of Correction. 


The Board of Estimate and Apportionment will list specifically by departments such 
additional positions as it considers properly appraised in this grade. 


GRADE 4 (TO 4) 
TITLES OF POSITIONS— 


SUPERINTENDENT OF FERRIES 
DUTIES-- 


The duties of the incumbent of this position, which involve supervision of 
employes in the Marine Officer and Marine Engineman Groups and of other 
employes in the ferry service, are to be responsible for the operation, care and 
maintenance of municipal boats and terminals, the preparation of time tables and 
the proper operation of the ferry schedule in a large bureau of ferries. 


QUALIFICATIONS— 


1, The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than two years of appropriate experi- 
ence in Grade 3, or if appointed as the result of an open competitive examination, 
executive experience in the operation of boats for ferry or freight service for a rail- 
road or transportation company, or in other work recognized by the Municipal Civil 
Service Commission as qualifying. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$3600 to $4500 inclusive. 
Salary rates—$3600, $3900, $4200, $4500. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


MECHANIC GROUP 
SYMBOL (TK) 


The term Mechanic Group is applied to those employments of the Skilled Trades 
Service in which incumbents are required to perform duties pertaining to the caulking, clock 
repairing, hose and tire repairing, machinist, mechanic, rigging, saw filing, ship caulking, 
tapping and welding trades. 


GRADE 1 (TK1) 


TITLES OF POSITIONS— 


CAULKER 

CLOCK REPAIRER 

HOSE AND TIRE REPAIRER 
INSTRUMENT MAKER 
MACHINIST 

MACHINIST (AUTOMOBILE) 
MECHANIC (ADDING MACHINE) 
MECHANIC (ELEVATOR) 
MECHANIC (LABORATORY) 
ORTHOPEDIC MECHANIC 
RIGGER 

SAW FILER 

ShiPpeCaAuULR ER 

aes be Lae 

WELDER 


DUTIES— 
Caulker: 


The duties of Caulkers are to cut cast iron pipe; to yarn the joints; to run with 
lead and caulk the joints; to search for leaks; to shut off water in the distribution 
system; to take proper measurements for fitting and repairing pipes; to repair 
valves and hydrants where making of new parts is not required; to perform such 
other work as may properly be required of caulkers. 


Clock Repairer: 


The duties of Clock Repairers are to clean and repair clocks and to keep them 
in proper running condition. 


Hose and Tire Repairer: 


The duties of Hose and Tire Repairers are to test hose by pressure and physical 
test; to operate hose expanders and rubber testing machines; to adjust mending 
sleeves on hose; to place brass patches on small bursts in hose; to repair hose used 
for hydrant and suction connections; to repair and set new tires for motor vehicles; 
to repair and vulcanize tubes; to perform such other work as may properly be 
required of hose and tire repairers. 


Instrument Maker: 


The duties of Instrument Makers are to make springs, rubber insulators and 
parts for fire telegraph instruments; to examine, repair, clean, remodel and adjust 
fire telegraph instruments; and to make up wood and metal patterns for experi- 
mental and demonstration purposes. 


Machinist: 


The duties of Machinists are to erect, assemble or dismantle machinery or parts 
of machinery, with or without drawings; to make operating nuts, valve stems, drip 
cups, nozzles, and caps; to repair valves, boiler nests, pumps, stanchions, brakes, 
shafts, crank-pins, bearings, crank-shafts, connecting rods, steam pistons, axles, 
ladders, pumps and blowers; to operate lathes, planers, drill presses, milling 
machines and other tools used in machine work; to perform such other work as may 
properly be required of machinists. 


Machinist (Automobile) : 


The duties of Machinists (Automobile) are to repair automobiles, including 
the overhauling and testing of gears, brakes and motors and the assembling or dis- 
mantling of automobiles, and to perform such other automobile repair work as 
may properly be required of automobile machinists. 


Mechanic (Adding Machine): 


The duties of Mechanics (Adding Machine) are to clean and repair adding 
machines and to keep them in proper running condition. 


Mechanic (Elevator): 


The duties of Mechanics (Elevator), which require knowledge of and expe- 
rience in the construction and repair of é¢levators, including the electrical and 
other machinery in common use on elevators, are to repair and replace wire ropes, 
pulleys, brakes, motors, oil cups and lubricating devices, and such other machinery 
or parts of machinery as may be necessary for safe and easy operation. 


299 


Mechanic (Laboratory): 

The duties of Mechanics (Laboratory) are to operate and keep in repair the 
mechanical equipment in laboratories, to prepare physical samples for testing and 
to perform such other work as may properly be required of laboratory mechanics. 


Orthopedic Mechanic: 

The duties of Orthopedic Mechanics are to make and repair steel and iron braces 
for crippled or deformed persons, stretchers, arched foot-plates, splints for hip 
diseases and other appliances required in the treatment of cripples. 


Rigger: 

The duties of Riggers are to rig up derricks, pile drivers and other hoisting 
machinery with wire cables, ropes, blocks and sheaves; to splice, worm, parcel and 
adjust rope and wire cables; to set up and take down scaffolding, ladders, riggings, 
tents and rope attachments to flag poles; to repair tents, flag swings, canvas covers 
and other appliances requiring the services of a rigger; to perform such other 
work as may properly be required of riggers. 


Saw Filer: 
The duties of Saw Filers are to file saws and to keep them in good repair. 


Ship Caulker: 

The duties of Ship Caulkers are to drive cotton and oakum and to apply pitch, 
marine glue or red lead paint in the seams and butts of wood construction on boats, 
scows, pile drivers and derricks, in order to make the same water-tight; to recopper 
and place sheet lead and galvanized sheet iron on hulls of vessels constructed of 
wood; to caulk floors of stables and fire engine and truck houses; to perform such 
other work as may properly be required of ship caulkers. 


Tapper: 

The duties of Tappers, which require general knowledge as to water mains and 
their pipe connections with premises, are to insert taps in city water mains; to with- 
draw old or abandoned taps and insert plugs in their places; to take correct measure- 
ments of the location of taps and plugs and report thereon; to perform such other 
work as may properly be required of tappers. 


Welder: 


The duties of Welders are to repair machinery, to straighten channel bars and 
side bars of engines by the oxygen acetylene process, or to repair lanterns, lamps, 
oil cups and gauges and to perform such other similar welding or repair work as 
may properly be required of welders. 


QUALIFICATIONS— 
1. Service as apprentice during the length of time locally stipulated by the 


respective trade. 
2. Such additional qualifications as may be required by the Municipal Civil 


Service Commission. 


COMPENSATION— 
Instrument Maker, Mechanic (Laboratory): 


Range of annual compensation—$1200 to $1320 inclusive. 
Salary rates—$1200, $1260, $1320. 


300 


Caulker, Clock Repairer, Hose and Tire Repairer, Machinist, Machinist (Auto- 
mobile), Mechanic (Adding Machine), Mechanic (Elevator), Orthopedic 
Mechanic, Rigger, Saw Filer, Ship Caulker, Tapper, Welder: 

The per diem compensation for work performed in this grade shall be the 

prevailing rate of wages for these occupations as provided by Section 3 of Article 2 


of the New York State Labor Law. The following rates appear to be the prevailing 
rates at the present time :* 


Gaulkeér 0s Revs ceo ee tae eine Cee $4.50 per day, 8 hours 
Clock! Repairer ea see Bee ee eh nan 4 OU 9 soca oe 
Hose‘and#lire Repairer. ee eee eee A O01 vio e eae 
Machinist’ < , 6.022 ples ia ee eet ee eek ete omer eres SE 00 2 aocae tienen 
Machinist’ (Automobile tains eee ee eee 5 E00. ae he ec 
Mechanicat Adding (Machine) rae ease gebhe vaye iaverthe 
Mechanice*(Elematorn Give: nn toate nme, eee tne meres S728: weaves 7 
Orthopedic= Mechanic! pee. et oe eee eee 4. SO cee es * 
Rig eet ool a Ee ates ee ao ere a eee QOO ce Succ: Meee 
Sawi Hilery eg 02k tse OA Me ane Sacer ene rete 4 OO ek ie estan ae 
Ship tf Caulker.“ 250. Avs ee eG ee ee A OOG RSE, © en 
"TAD PEF Le test owe ak cea eae ls & ER ie Ok ee ee ASU ie ican kee 
Weeldiet t= (ain tem Swe cil tktencat acter tattoo eet eee ea ABO A cae eee ae 


GRADE 2 (TK2) 
TITLES OF POSITIONS— 


FOREMAN MACHINIST 

FOREMAN MACHINIST (AUTOMOBILE) 
FOREMAN MECHANIC 

FOREMAN RIGGER 


DUTIES— 


The duties of incumbents of these positions are to supervise and be responsible 
for the work of a number of employes in Grade 1 and of helpers in their own or 
related trades, including the planning and estimating of the cost of work, the 
requisition of and accounting for materials used, and the care of machinery, tools, 
and equipment, and to perform the work of journeymen when required. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than three years of appropriate expe- 
rience in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 


3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Foreman Machinist, Foreman Machinist (Automobile), Foreman Mechanic: 
Regular Service Every Day in the Year: 
Annual Compensation’—$1920. 
Regular Service Exclusive of Sundays: 
Annual Compensation’—$1680. 


*Persons working under these titles may be paid the prevailing rate only when employed 
on the duties prescribed above. 


“Where work will last continuously throughout the year, the annual rate shall be paid. 


301 


Regular Service Exclusive of Sundays, Holidays and Saturday Afternoons: 
Annual compensation’—$1500. 


Temporary Service: 
Per diem compensation’—$5.50. 


Foreman Rigger: 


Regular Service Every Day in the Year: 
Annual compensation’—$1560, 


Regular Service Exclusive of Sundays: 
Annual compensation'—$1320. 


Regular Service Exclusive of Sundays, Holidays and Saturday Afternoons: 
Annual compensation'—$1200. 


Temporary Service: 
Per diem compensation’—$4.50. 


METAL WORKER GROUP 
SYMBOL (TM) 


The term Metal Worker Group fs applied to those employments of the Skilled Trades 
Service in which incumbents are required to perform duties pertaining to the blacksmithing, 
boilermaking, brass finishing, bridge mechanic, riveting, coremaking, horseshoeing, house- 
smithing, moulding, nickel plating and sheet metal working trades. 


GRADE 1 (TM1) 
TITLES OF POSITIONS— 


BLACKSMITH 

BOILERMAKER 

BRASS FINISHER 

BRIDGE MECHANIC AND RIVETER 
COREMAKER 

HORSESHOER 

HOUSESMITH 

MOULDER 

NICKEL PLATTER 

SHEET METAL WORKER 


DUTIES— 


Blacksmith: 


The duties of Blacksmiths are to forge and shape axles, braces, tires, turn 
buckles, springs, lathes, planes and minor tools, chisels, radio bars, crank-shafts, clip- 
chocks, skidding irons, angles, plates, upsetting bars, pins, nuts, drills, crowbars, 
washers, ball bearings, iron rods, stone drills, wrenches and bolts; to set tires; to 
repair iron parts of fire engines, trucks, hose wagons, automobiles, carts, sweepers, 
sprinklers and other vehicles; to perform such other work as may properly be 
required of blacksmiths. 


Where work will last continuously throughout the year, the annual rate shall be paid. 
*Where work is temporary and will not last continuously throughout the year, the daily 
rate shall be paid. 


302 


Boilermaker: 

The duties of Boilermakers are to make repairs to marine and stationary boilers ; 
to install new boilers; to make plates and shapes of articles used for boilers; to 
examine boilers and ascertain what repairs are necessary; to install soft patches on’ 
boilers; to replace or repair boiler tubes, fire boxes, staybolts, furnaces, bearing 
bars and boiler braces; to perform such other work as may properly be required 
of boilermakers. 


Brass Finisher: 

The duties of Brass Finishers are to make brass fittings used for fire engines, 
hose, nozzles and other fire apparatus, pipe holders, pressure regulators, hose 
reducers, couplings for standpipes, bells, suction and cup caps and miscellaneous 
fittings; to repair all brass fittings; to perform such other work as may properly 
be required of brass finishers. 


Bridge Mechanic and Riveter: 


The duties of Bridge Mechanics and Riveters are to make repairs and replace- 
ments in steel work on structures and buildings; to repair and replace cables, sus- 
penders, truss-chords, posts, diagonals, counters and pins, floor beams, stringers, 
promenade beams, railing, roadway curbs, columns, stairways, roofs, skylights, steam 
heating plants and piping, water and compressed air lines, plumbing and leaders, 
steel shutters and doors; to care for air tools and riveter shop power tools; to 
perform such other work as may properly be required of bridge mechanics and 
riveters. 


Coremaker: 

The duties of Coremakers, which require a practical knowledge ot the mixing of 
raw sand and its conversion into forms, are to make ready the core for the moulds; 
to prepare all cores according to patterns furnished by the pattern maker; to perform 
such other work as may properly be required of coremakers. 


Horseshoer: 


The duties of Horseshoers are to work as firemen at the forge; to heat the 
metal and properly shape the shoe; to pare the horse’s hoof; to fit the shoe to the 
horse’s foot; to drive or nail the shoe to the foot; to perform such other work 
as may properly be required of horseshoers. 


Housesmith: 


The duties of Housesmiths are to erect and repair various kinds of iron work, 
except sheet metal, used in buildings; to repair cast and wrought iron railings and 
fences, park bridges, iron gates, iron columns and other ornamental iron work; 
to perform such other work as may properly be required of housesmiths. 
Moulder: 

The duties of Moulders, which involve responsibility for the condition of cast- 
ings, are to operate any machine, squeezer, or other mechanical device used for 
moulding castings in sand; to set the sand in beds; to adjust patterns in position; 
to mix metals, to pour molten metal into moulds; to perform such other work as 
may properly be required of moulders. 


Nickel Plater: 


The duties of Nickel Platers are to do buffing on a rag wheel; to do polishing 
on bull-neck wheels, wooden wheels with leather cover, felt wheels, and hard stone 
or emery wheels; to do plating; to perform such other work as may properly be 
required of nickel platers. 


303 


Sheet Metal Worker: 


The duties of Sheet Metal Workers are to do sheet metal work in connection 
with buildings, structures and vessels, hollow metal sashes, frames, doors and trim, 
skylights, cornices, crestings, awnings, heating and ventilating apparatus; to set 
registers; to erect metal ceilings, side walls, lockers, tanks and other light sheet 
metal work; to do tinning, furring, sheathing, soldering and the glazing of metal 
work; to repair metal roofs, leaders, gutters, street-cleaning, paper and fruit skin 
cans and sprinkling wagons; to perform such other work as may properly be 
required of sheet metal workers. 


QUALIFICATIONS— 
1. Service as apprentice during the length of time locally stipulated by the 
respective trade. 


2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
The per diem compensation for work performed in this grade shall be the 
prevailing rate of wages for these occupations as provided by Section 3 of Article 


2 of the New York State Labor Law. The following rates appear to be the pre- 
vailing rates at the present time :* 


Plachsiiigti mars aetertads eas cee | forts oo sey eae $4.50 per day, 8 hours 
Olletinia Ken Meats Aer caer asa Wo thes oy chee soe uoU seas Wet é 
PSE ASU ELISE Mae SRT Iie se PATS tas aS ogee Waters 4700 ea Tee : 
Bridge ‘Mechanici-and: Riveter. 245). .os.'s dc cetes SOO tn ae 
PEGG elie CUM vod omit. Gao ie tig Bales Cla Ses abe fore gene Ae pias, Tuite « 
PL OL SCOMOCL Mer meter Gre wey. nce what phoeds Gud es OUIME ote he SU chou Croan & e 
PAGUISCcl item ntrer seagate ue es AGN DESO Nees Se ae 
IN PSTEU Pie geet ome eA RO eC E e RD eele ANZ best: “ 
HCE CINE ID LOTADW ES otek sth is veestate ani eras whtes ars orang. AS OU Mees: as 
SCCRMIVLC LAL VOLK Chama ic ae ee ures windd cst aeste one SU eaters Y 


GRADE 2 (TM 2) 
TITLES OF POSITIONS— 


FOREMAN BLACKSMITH 
FOREMAN BOILERMAKER 
FOREMAN BRIDGE MECHANIC AND RIVETER 


DUTIES— 


The duties of incumbents of these positions are to supervise and be responsible 
for the work of a number of employes in Grade 1 and of helpers in their own 
or related trades, including the planning and estimating of the cost of work, the 
requisition of and accounting for materials used, and the care of machinery, tools 
and equipment, and to perform the work of journeymen when required. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than three years of appropriate expe- 
rience in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


*Persons working under these titles may be paid the prevailing rate only when employed 
on the duties prescribed above. 


304 


COMPENSATION— 
Foreman Blacksmith, Foreman Boilermaker: 


Regular Service Every Day in the Year: 
Annual compensation’—$1740. 


Regular Service Exclusive of Sundays: 
Annual compensation’*—$1500. 


Regular Service Exclusive of Sundays, Holidays and Saturday Afternoons: 


Annual compensation’—$1320. 


Temporary Service: 


Per diem compensation*—$5. 


Foreman Bridge Mechanic and Riveter: 
Regular Service Every Day in the Year: 
Annual compensation’—$2100. 


Regular Service Exclusive of Sundays: 
Annual compensation’—$1800. 


Regular Service Exclusive of Sundays, Holidays and Saturday Afternoons: 


Annual compensation’—$1620. 


Temporary Service: 
Per diem compensation’—$6. 


MOTOR DRIVER GROUP 
SYMBOL (TX) 


The term Motor Driver Group is applied to those offices or employments of the Skilled 
Trades Service in which incumbents are required to operate and to make minor repairs to 
motor vehicles, to supervise the activities of a municipal garage, or to direct an entire 
garage system. 


GRADE 1 (TX1 


TITLES OF POSITIONS— 


MOTOR DRIVER? 

MOTOR DRIVER (AMBULANCE) 

MOTOR DRIVER (LAWN MOWER) 

MOTOR DRIVER (TRUCK) 
DUTIES 


Motor Driver, Motor Driver (Ambulance), Motor Driver (Truck): 


The duties of incumbents of these positions are to operate, to make minor re- 
pairs and adjustments on, to clean, oil and maintain in good running condition de- 
livery motor trucks, motor ambulances or passenger carrying automobiles; to load, 
unload, check and make record of supplies received and delivered; to keep trip 
records of speedometer readings, places visited, time elapsed, oil and gasoline con- 
sumed and detailed expenses incurred in repairs; or when detailed to act as foreman 
of a small municipal garage. 


*Where work will last continuously throughout the year, the annual rate shall be paid. 

*Where work is temporary and will not last continuously throughout the year, the daily 
rate shall be paid. 

*The title Motor Driver includes only drivers of passenger carrying automobiles. 


305 


Motor Driver (Lawn Mower): 
The duties of Motor Drivers (Lawn Mower) are to operate, clean, oil and 
make minor repairs on motor lawn mowers. 


QUALIFICATIONS— 
1. A license issued by the Secretary of State of the State of New York to 


operate motor vehicles. 
2. Experience in operating and repairing motor vehicles. 
3. Such additional qualifications as may be required by the Municipal Civil 


Service Commission. 


COMPENSATION— 
Motor Driver: 


Range of annual compensation—$1020 to $1320 inclusive. 
Salary rates—$1020, $1080, $1140, $1200, $1260, $1320. 
Temporary service—$3.50 per diem. 


Motor Driver (Ambulance) :* 
Range of annual compensation with or without part maintenance—$1020 to $1320 
inclusive. 
Salary rates—$1020, $1080, $1140, $1200, $1260, $1320. 
Range of annual compensation with full maintenance—$780 to $1080 inclusive. 
Salary rates—$780, $840, $900, $960, $1020, $1080. 
Temporary service—$3.50 per diem. 
Motor Driver (Lawn Mower): 


Compensation per diem—$3.50. 


Motor Driver (Truck): 
Range of annual compensation—$960 to $1200 inclusive. 
Salary rates—$960, $1026, $1080, $1140, $1200. 
Temporary service—$3.50 per diem. 
SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Motor Driver: 


SLOCUM A Preis ere Ch MRE eN sme) Sats 1 year 

MPS ld ad as Seg, Na Cs ial i ge 2c Tree: 

LSU ee he es se ners Me es ) aes 
ZOO LAE hectare evo ee eerie 2 years 

TAO eee HEEL oat a eh ets re 2 Det 

Motor Driver (Ambulance): 

GLO20 bee Ne ete $7 SO oe, ee 1 year 

LOM aa tees mite fare SANT eee ant ire ai 

ea DEA, ere cor O00 tae cst Dobe 
4 01 ee SAIS 5 DOO A wena es oes 2 years 

L260 paeles tees caw LO20 ae atin. on 


*Motor Ambulance Drivers may receive part maintenance without deductions in salary 
in institutions where the exigencies of the service require that meals be served to Drivers 
in order that they may be ready to answer calls throughout the day. In other institutions 
where full maintenance is given in order that Drivers may be on call at all times, a special 
salary range is established including maintenance. 


306 


Motor Driver (Truck): 


OGD Bu tie tx slave ss teugne wie ale ain ereletete eaMiake ms 1 year 
W020 ac 0 carta ey Se es leet ster ee Lines 
LOSO Seen OG Ee thclare teenies serene 2 years 
T140 Firs na cake tials fs pee teeta seen ors Zi 


GRADE 2.7 x2) 


TITLES OF POSITIONS — 


GARAGE SUPERVISOR 
DUTIES— 


The duties of incumbents of these positions, which involve supervision of the 
work of employes in Grade 1 and of mechanics and other subordinates, are to 
supervise the activities of a municipal sub-garage, or departmental garage, includ- 
ing the making of repairs, the ordering and care of supplies and accessories and 
when required the assignment of motor drivers. 

QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grae iB 

2. If appointed by promotion, not less than two years of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 1, or as a mechanic in penecal 
automobile work. 

3. Such additional qualifications as may be required by the peaneiDa! Civil 
Service Commission. 

COMPENSATION— 


Range of annual compensation—$1440 to $1560 inclusive. 
Salary rates—$1440, $1560. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


$1440 BALSA Ae a ele eee eae 2 years 


GRADE 38 (T X3) 


TITLES OF POSITIONS— 


SUPERINTENDENT OF GARAGES 
SUPERINTENDENT OF GARAGES (POLICE) 
DUTIES— 
Superintendent of Garages: 
The duties of the Superintendent of Garages, which involve supervision of 
employes in Grades 1 and 2, of mechanics and other subordinates, are to direct the 
central garage system, including responsibility for the purchase and repair of sup- 


plies and equipment, the assignment and conduct of employes and the keeping of 
necessary records. 


Superintendent of Garages (Police): 

The duties of the Superintendent of Garages (Police), which involve super- 
vision of employes in Grade 1, of mechanics and other subordinates, are to be 
responsible for the maintenance and operation of the motor vehicles of the Police 
Department, including responsibility for the purchase and repair of supplies and 


equipment, the assignment and conduct of employes and the Schlag of necessary 
records. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Garage Supervisor of Bellevue and Allied Hospitals. 


307 


QUALIFICATIONS— 


Superintendent of Garages: 


1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate expe- 
rience in Grade 2, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


Superintendent of Garages (Police): 


1. The minimum qualifications prescribed for Grade 1. 
2. Experience in a supervisory capacity in the operation of a garage. 
3. Such additional qualifications as may be required by the Municipal Civil 


Service Commission. 


COMPENSATION— 


Range of annual compensation—$1680 to $2340 inclusive. 
Salary rates—$1680, $1800, $1980, $2160, $2340. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


LOCO te Perinat een ye cae ie AS 1 year 
TOU ries ie reed cra Coo W 2 lec apache oo ccacll 2 years 
LO a ee eee co aoe tt Ges aA he, tha pod Wig 
PRES UR es kets ae ALS Dake pete Rt IP ae oe ie a, 


PAINTER GROUP 
SYMBOL (TA) 


The term Painter Group is applied to those employments of the Skilled Trades Service 
in which incumbents are required to perform duties pertaining to the painter’s trade and its 
allied specialties of decorating, graining, lettering, striping and varnishing. 


GRADE 1 (TA1) 


TITLES OF POSITIONS— 
PAINTER 
DECORA VOR 
GRAINER 
EPP TIE RER 
S LRIPER 
VARNISHER 

DUTIES— 


Painter: 

The duties of Painters, which require familiarity with the quality and use of 
the different kinds of paints and varnishes and a knowledge of rigging, are to mix 
paints and colors in proper proportions and to do painting and varnishing. 
Decorator: 

The duties of Decorators, which require that they shall be competent painters, 
are to do stenciling, lining, glazing, gilding, bronzing or other decorative work. 
Grainer: 

The duties of Grainers, which require that they shall be competent painters. 
are to do graining on walls, panels, doors or other woodwork. 


308 


Letterer: 
The duties of Letterers, which require that they shall be competent painters, 
are to paint signs and to do lettering of any description. 


Striper: 

The duties of Stripers, which require that they shall be competent painters, are 
to do striping on wood or iron ornamental work, automobiles, carriages, wagons, 
fire engines and other apparatus. 


Varnisher: 

The duties of Varnishers are to prepare varnish and apply it to wood and 
metal; to enamel and varnish wood-work; to do hardwood finishing; to lacquer 
copper, brass and other metals; to polish furniture and wood-work. 


QUALIFICATIONS— 
1. Service as apprentice during the length of time locally stipulated by the 


respective trade. 
2. Such additional qualifications as may be required by the Municipal Civil 


Service Commission. 


COMPENSATION— 
The per diem compensation for work performed in this grade shall be the 
prevailing rate of wages for these occupations as provided by Section 3 of Article 
2 of the New York State Labor Law. The following rates appear to be the prevail- 
ing rates at the present time :* 


Painter’ we owt ices dee ote Cate Ge Gee eee eeaee $5.00 per day, 8 ees 
Dechratonatse. ui ee eee Ree eee ee oe BL) ee ae 

Grainert 20055090 eS Sans cio ee a a ee eee DOO. Ares ee 
Letteretn. 2 ete eh cstn on fe bee er eee ah ee a ee 5) 00 ma ake as 
Stripe she ah osu crc aek ve APE ee eee 5 00m oes a 
Varnisher 00 ooo on eee ett re ee ee ee oy OOM ere ys 


GRADE 2 (TA 2) 


TITLES OF POSITIONS— 
FOREMAN PAINTER 


DUTIES— 

The duties of incumbents of these positions are to supervise and be responsible 
for the work of employes in Grade 1 and of helpers in their own or related trades, 
including the planning and estimating of the cost of work, the requisition of and 
accounting for materials used, and the care of machinery, tools, and equipment, 
and to perform the work of journeymen when required. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than three years of appropriate expe- 
rience in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


“Persons working under these titles may be paid the prevailing rate only when employed 
on the duties prescribed above. 


309 


COMPENSATION— 


Regular Service Every Day in the Year: 
Annual compensation’—$1920. 


Regular Service Exclusive of Sundays: 
Annual compensation’—$1680. 


Regular Service Exclusive of Sundays, Holidays and Saturday Afternoons: 


Annual compensation’—$1500. 


Temporary Service: 
Per diem compensation’—$5.50. 


PHOTOGRAPHER GROUP 
SYMBOL (TF) 


The term Photographer Group is applied to those employments of the Skilled Trades 
Service in which incumbents are required to make photographic exposures, to develop, fix 
and make prints of photographic negatives, to make lantern slides and enlargements, to 
operate the photostat, to prepare from basic salts all chemical solutions used in photographic 
work, to select suitable apparatus and supplies, and to direct the work of assistants both in 
field and laboratory. 


GRADE 1 (TFL 


TITLES OF POSITIONS— 
PHOTOGRAPHER 
PHOTOGRAPHER (X-RAY) 
DUTIES— 
Photographer: 

The duties of incumbents of these positions, which may or may not involve 
supervision over clerks or other assistants, are to make photographic exposures; to 
develop, fix, retouch and make prints from photographic negatives; to mount and 
affix titles to finished photographs for permanent department records; to file all 
negatives and prints; to make and color lantern slides; to make bromide enlarge- 
ments and blue prints from tracings; to operate the photostat; to make black line 
prints; to prepare all solutions from commercial salts or other basic components ; 
to superintend repairs to apparatus; to select suitable supplies and to assist in the 
selection of new apparatus. 


Photographer (X-ray): 
The duties of Photographers (X-ray) are to act as assistant to Physicians 
(Roentgenologist) in the taking and preparation of X-ray photographs. 


QUALIFICATIONS— 
Photographer: 
1. Experience in the practice of photography. 
2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 
Photographer (X-ray): 
1. Experience in the use of X-ray machines. 
2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


*Where work will last continuously throughout the year, the annual rate shall be paid. 
*Where work is temporary and will not last continuously throughout the year, the daily 
rate shall be paid. 


310 


COMPENSATION— 
Photographer: 
Range of annual compensation—$1200 to $1620 inclusive. 
Salary rates—$1200, $1260, $1320, $1380, $1440, $1500, $1560, $1620. 
Photographer (X-ray): 
Range of annual compensation—$900 to $1320 inclusive. 
Salary rates—$900, $960, $1020, $1080, $1140, $1200, $1260, $1320. 
SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, in- 
dicating that the rate requested does not exceed the value of the work to be per- 
formed. 


PLUMBER AND STEAMFITTER GROUP 
SY MBOER CIP, 


The term Plumber and Steamfitter Group is applied to those employments of the Skilled 
Trades Service in which incumbents are required to perform duties pertaining to the plumb- 
‘ng, steamfitting and thermostat repairing trades. 


GRADE 1 (TP1) 
TITLES OF POSITIONS— 


PLUMBER 
STEAMFITTER 
THERMOSTAT REPAIRER 
DUTIES— 
Pliumber: 


The dutes of Plumbers are to install piping for gas, water, waste, soil and vent 
lines, piping to and from water filters and water meters, piping for hot and cold 
water for domestic and culinary purposes, piping or tubing put together with solder, 
icebox and refrigerator waste pipes; to cut and fit pipes to and from ranges and 
boilers; to set all plumbing fixtures; to replace old pipes with new ones; to fit up 
toilet and bathroom auxiliaries and water, gas and waste pipes to and from laundry 
machines; to perform such other work as may properly be required of plumbers. 


Steamfittter: 


The duties of Steamfitters are to install steam, hydraulic, gasoline or oil 
power piping, vacuum heating and pneumatic tube systems, and piping utilized 
for machinery; to set fixtures, pumps, tanks, and heaters in connection with steam 
power apparatus, and steam and return connections of kitchen utensils; to cut, fit 
and install piping which conveys steam, hot water, air, brine, ammonia or oil; 
to repair steam traps, heating and ventilating plants, defective and corroded pipes, 
vacuum and electrical pumps, dampers, and stop and pressure reducing valves; to 
perform such other work as may properly be required of steamfitters. 


Thermostat Repairer: 


The duties of Thermostat Repairers, which require knowledge of the differ- 
ent systems of thermostatic heat regulation, are to examine, fit and repair thermo- 
stats and the pipes and accessories connected therewith. 


311 


QUALIFICATIONS— 
Plumber, Thermostat Repairer: 


1. License to act as plumber issued by the Examining Board of Plumbers. 


2. Service as apprentice during the length of time locally EE by the 
trade. 


3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 
Steamfitter: 


1. Service as apprentice during the length of time locally ea by the 
trade. 


2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 
COMPENSATION— 


The per diem compensation for work performed in this grade shall be the pre- 
vailing rates.of wages for these occupations as provided by Section 3 of Article 2 
of the New York State Labor Law. The following rates appear to be the prevailing 
rates at the present time :* 


EDC rie Sere Peet tree th fa claire. s atareie cu tite $5.50 per day, 8 hours 
SLE ALILLEL ae ectertc cle March tonic. Lon satel eehoie soe dl ete ati Bs SO eit ae 


lenin ph MAEM! Wed, SSO cnr we 


PRINTER GROUP 
SYMBOL (TI) 


The term Printer Group is applied to those employments of the Skilled Trades Service 
in which incumbents are required to care for and feed presses, to set type, to read copy 
and to perform other duties peculiar to the printing trade. 


GRADE 1 (TI1) 
TITLES OF POSITIONS— 


COMPOSITOR 
PRESS. FEEDER 
PRESSMAN 
PRINTER (BRAILLE) 
DUTIES— 
Compositor: 


The duties of Compositors are to set and distribute type by hand, to correct 
errors, to read copy and to prepare forms for the press. 
Press Feeder: 


The duties of Press Feeders are to handle paper used in printing, to feed sheets 
into the press in perfect register and to assist the Pressman generally in the care 
of the press. 


Pressman: 


The duties of Pressmen are to prepare the press for the reception of forms, 
and to regulate, clean, care for and make minor repairs to the press. 


*Persons working under these titles may be paid the prevailing rate only when employed 
on the duties prescribed above. 


312 


Printer (Braille): 


The duties of Printers (Braille) are to emboss in braille on metal plates, text- 
books and other material for reading or study, to print from these plates, to correct 
copy, to collect and bind sheets and to perform such other work as may properly be 
required of braille printers. 


QUALIFICATIONS— 
1. Service as apprentice during the length of time locally stipulated by the 
respective trade. 


2. “Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Compositor, Press Feeder, Pressman: 


The compensation for work performed under these titles shall be the prevailing 
rate of wages for these occupations as provided by Section 3 of Article 2 of the New 
York State Labor Law. The following rates appear to be the prevailing rates at 
the present time :* 


COMPOSILOT A a2o6 Ae cee sacc ie ees cee oe eee ee $25.00 per week 
Press sPeedeiiens.3 0: ew oe Cir os CE EAE Ree Bes ee Isto i 
Pressmatia ne Cer eee eer ae aeons 26.00 “ » 


Printer (Braille): 


Range of annual compensation—$900 to $1200 inclusive. 
Salary rates—$900, $960, $1020, $1080, $1140, $1200. 


GRADE 2 (TI2) 


TITLES OF POSITIONS— 


FOREMAN PRINTER 
DUTIES— 


The duties of Foremen Printers are to supervise and be responsible for the 
work of employes in Grade 1 and of helpers in their own or related trades, including 
ihe planning and estimating of the cost of work, the requisition of and accounting 
for materials used and the care of machinery, tools and equipment, and to perform 
the work of journeymen when required. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than three years of appropriate expe- 
rience in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Regular Service Every Day in the Year: 
Annual compensation—$1680. 
Regular Service Exclusive of Sundays: 


Annual compensation—$1440. 


‘Persons working under these titles may be paid the prevailing rate only when employed 
on the duties prescribed above. 


313 


ROCKWORKER GROUP 
SYMBOL (TR) 


The term Rockworker Group is applied to those employments of the Skilled Trades 
Service in which incumbents are required to perform duties involved in drilling, blasting and 
the handling of explosives. 


GRADE 1 (TRI) 


TITLES OF POSITIONS— 
BLASTER 
DUTIES— 
The duties of incumbents of these positions are to direct workmen in the cover- 


ing of blasts, to handle and to take charge of the storing of dynamite and to explode 
dynamite. 


QUALIFICATIONS— 
1. A certificate of fitness granted by the Fire Commissioner in accordance with 
the Code of City Ordinances. 
2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


The per diem compensation for work performed in this grade shall be the 
prevailing rate of wages for this occupation as provided by Section 3 of Article 2 
of the New York State Labor Law. The following rate appears to be the prevailing 
rate at the present time :* 


Bilasteters meter veins oe canis ote Me steht pate yee $5.00 per day, 8 hours 


SHOP SUPERVISOR GROUP 
SYMBOL (TS) 


The term Shop Supervisor Group is applied to those offices or employments of the 
Skilled Trades Service in which incumbents are required to perform duties requiring gen- 
eral administrative ability in the supervision of workers in the skilled trades, or of unskilled 
laborers engaged in shop repair work. 


GRADE I (TS1) 
TITLES OF POSITIONS’— 
GENERAL FOREMAN (SHOPS) 
DUTIES— 
The duties of incumbents of these positions, which involve supervision of 
workers in the skilled trades and of unskilled laborers, are to direct and be respons- 


ible for a large repair shop or group of small repair shops, the equipment of which 
is simple and not highly specialized, and to make such reports as may be required. 


*Persons working under this title may be paid the prevailing rate only when employed 
on the duties described above. 
The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
General Foreman (Shops) in the Department of Parks, Manhattan and Richmond. 


314 


QUALIFICATIONS— 
1. Practical experience in the supervision of repair and maintenance work. 
2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 
COMPENSATION— 


Range of annual compensation—$1380 to $1920 inclusive. 
Salary rates—$1380, $1500, $1620, $1740, $1920. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


SD LOU eatadl atte ay vita vient ener ect eter 1 year 
he DU ps rae a ea Ni mh a8 8 Paes bes 5 Pa: 
POZO Cannel tok eke cath yr oe tenance as ee 2 years 
AE: RSPR Seat A Soa Te ae AN BE Zi 


GRADE 2 (TS 2) 


TITLES OF POSITIONS'— 
SUPERINTENDENT OF SHOPS 
DUTIES— 


The duties of incumbents of these positions, which involve supervision of large 
numbers of workers in the skilled trades and of unskilled laborers, are to direct 
and be responsible for a group of large repair shops other than those mentioned in 
Grade 3, the equipment of. which is not highly complex and specialized, and to 
make such reports as may be required. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Range of annual compensation—$2100 to $2700 inclusive. 
Salary rates—$2100, $2280, $2460, $2700. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


‘The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Superintendent of Shops, Department of Street Cleaning. (The present incumbent 
of this position in the Department of Street Cleaning is a member of the uni- 
formed force under the title of Assistant General Superintendent.) 


315 


GRADE 3 (TS3) 


TITLES OF POSITIONS'— 


GENERAL SUPERINTENDENT OF SHOPS 
DUTIES— 


‘The duties of incumbents of these positions, which involve supervision of large 
numbers of workers in the skilled trades and of unskilled laborers, are to direct and 
be responsible for the largest departmental repair shops, the equipment of which 
is highly complex and specialized, and to make such reports as may be required. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$2940 to $3960 inclusive. 
Salary rates—$2940, $3180, $3420, $3660, $3960. 

SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


UPHOLSTERER GROUP 
SYMBOL (TU) 


The term Upholsterer Group is applied to those employments of the Skilled Trades 
Service in which incumbents are required to perform duties peculiar to the upholstering 
and shade-fitting trades. é 


GRADE 1 (TU1) 


TITLES OF POSITIONS— 


UPHOLSTERER 
SHADE FITTER 
_DUTIES— 


Upholsterer: 


The duties of Upholsterers are to make, mend and repair all kinds of cushion 
seats or backs, automobile tops, carriage tops or sheds and to’ do other making, 
mending or repairing work with materials used in the trade. 


Shade Fitter: 
The duties of Shade Fitters are to cut, fit and hang shades. 
QUALIFICATIONS— 


1. Service as apprentice during the length of time locally stipulated by the 
respective trade. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
General Superintendent of Shops, Fire Department. 


316 


COMPENSATION— 

The per diem compensation for work performed in this grade shall be the 
prevailing rate of wages for these occupations as provided by Section 3 of Article 2 
of the New York State Labor Law. The following rates appear to be the prevail- 
ing rates at the present time: 

Shadexy Hitter cate eee ene Sie aire ee ae ees $4.00 per day, 8 hours 
Upholsterer eco ee re ne tect nat See eee eee 4 SOU eh i 


. 


WOODWORKER GROUP 
SYMBOL (T W) 
The term Woodworker Group is applied to those employments of the Skilled Trades 


Service in which incumbents are required to perform duties pertaining to the carpentry, 
dock building, machine woodworking, pattern making, ship carpentry, wood sawing and 


wheelwright trades. 


GRADE 1 (TW1) 


TITLES OF POSITIONS— 


CARPENTER 
DOCK BUILDER 
MACHINE WOODWORKER 
PATTERN MAKER 
SHIP CARPENTER 
WHEELWRIGHT 
WOOD SAWYER 

DUTIES— 

Carpenter: 

The duties of Carpenters are to construct and repair temporary buildings, 
shanties, sheds, stalls, flooring, partitions, window frame sashes, bridge roadways, 
tool houses, tool boxes, park rustic structures, bridges, bandstands, bins, signs, 
boardwalks, fences and screens; to repair office furniture, doors, institutional build- 
ings, ferryboats, docks, road machines, sprinklers, park benches; to shingle roofs; 
to perform such other work as may properly be required of carpenters. 


Dock Builder: 

The duties of Dock Builders, which require skill in the use of the axe, adze, 
canthook, cross-cut saw and auger, used in framing piles and timber in bulkhead 
wall and pier construction, in rope knotting, rafting timber for towing and the 
handling of piles, are to man pile drivers for the purpose of driving piles for pier 
and bulkhead wall construction; to operate landways, batter-ways, and pile-sawing 
machinery used in connection with or upon floating pile drivers; to perform such 
other work as may properly be required of dock builders. 


Machine Woodworker: 

The duties of Machine Woodworkers are to operate and maintain in good work- 
ing condition planers, circular, cross-cut and bandsaws, moulds, and all wood- 
turning machinery; to make and repair ladders, rungs, and wooden parts of wagons 
and buggies; to make necessary repairs to machines and tools; to perform such 
other work as may properly be required of machine woodworkers. 


Pattern Maker: 


The duties of Pattern Makers are to make from plans and specifications patterns 
or models in wood, metal or plaster to be used to form moulds for metal castings 
and parts. 


317 


Ship Carpenter: 

The duties of Ship Carpenters, which require skill in the use of axe, adze, 
auger and other tools used in rough timber construction, are to frame up and build 
float stages and scows; to repair pontoons, scows, pile drivers and other floating 
equipment; to construct and fit mouldboards for concrete blocks and mass con- 
crete on wall construction and forms for concrete construction in connection with 
pier work; to perform such other work as may properly be required of ship 
carpenters. 


Wheelwright: 

The duties of Wheelwrights are to repair bodies, shafts, poles, wheels, spokes 
and running gears of wagons, trucks, carts, sprinklers, sweeping machines, fire 
apparatus and all parts of vehicles requiring wood as material; to construct new 
bodies and other parts for wagons, trucks and carts; to perform such other work 
as may properly be required of wheelwrights. 


Wood Sawyer: 

The duties of Wood Sawyers are to shape lumber and timber by cross-cut or 
other saws to specified measurements for use by carpenters or wheelwrights in con- 
struction work; to perform such other work as may properly be required of wood 


sawyers. 
QUALIFICATIONS— | 
1. Service as apprentice during the length of time locally stipulated by the 


respective trade. 
2. Such additional qualifications as may be required by the Municipal Civil 


Service Commission. 


COMPENSATION— 
The per diem compensation for work performed in this grade shall be the pre= 
vailing rate of wages for these occupations as provided by Section 3 of Article 2 
of the New York State Labor Law. The following rates appear to be the prevailing 
rates at the present time:* 


Campenten= Maniattant leans snrpeeaic. fae s ealereayh, ons yes $5.50 per day, 8 hours 
je Aivem bs COnsch teen as fe etek sho oyu she DEORE gis ce et 
- AOE CO Uy Mime emer fot wees « see ea ai Be Gore vie SOU teen Wee 
Cie er Sime crest Ciro h.) facial ar hed SY Oat. us 
a EVICUT OMe Som setae el teactets een e+ AOU alll gs a 
WIGEMPDUCCh male cRere ie tan Stel Aan Pantene te PNR ets LA a 
INELCHIIT CMV COG WOSKG LU. setae ina ao tn edt cele ta RENE is Pas ¢ 
ba etree LA eter me ay tees ates chee ee eee A Oa irae: a 
snl ate OP RY ao a .Ve ere, 8 Se Ss hori oy arena ar ya San a +. Uae cs 
WAR Gere Ct maemar fe ctr ned Fe Poco trie ne ais Aun ores As Ue ae «s 
WO OCesay Chiat Weta) 1.4. Nie se sewer tests ae 4°00) eiehoG 


GRADE 2 (TW 2) 


TITLES OF POSITIONS— 


FOREMAN CARPENTER 
FOREMAN DOCK BUILDER 
FOREMAN. SHIPSCARPENTER 


*Persons working under these titles may be paid the prevailing rate only when employed 
on the duties prescribed above. 


318 


DUTIES— 

The duties of incumbents of these positions are to supervise and -be responsible 
for the work of employes in Grade 1 and of helpers in their own or related trades, 
including the planning and estimating of the cost of work, the requisition of and 
accounting for materials used, and the care of machinery, tools and equipment, and 
to perform the work of journeymen when required. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than three years af appropriate expe- 
rience in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Foreman Carpenter (Manhattan): 
Regular Service Every Day in the Year: 
Annual compensation’—$2100. 


Regular Service Exclusive of Sundays: 
Annual compensation’—$1800. 


Regular Service Exclusive of Sundays, Holidays and Saturday Afternoons: 
Annual compensation’—$1620. 


Temporary Service: 
Per diem compensation’*—$6. 
Foreman Carpenter (Brooklyn, The Bronx, Queens): 
Regular Service Every Day in the Year: 


Annual compensation'—$1920. 


Regular Service Exclusive of Sundays: 
Annual compensation’'—$1680. 


Regular Service Exclusive of Sundays, Holidays and Saturday Afternoons: 
Annual compensation’—$1500. 
Temporary Service: 
Per diem compensation’—$5.50. 
Foreman Carpenter (Richmond): 
Regular Service Every Day in the Year: 
Annual compensation’—$1740. 
Regular Service Exclusive of Sundays: 
Annual compensation’—$1500. 
Regular Service Exclusive of Sundays, Holidays and Saturday Afternoons: 
Annual compensation’*—$1320. 
Temporary Service: 
Per diem compensation*—$5. 
Foreman Dock Builder: 
Regular Service Every Day in the Year: 


Annual compensation’*—$1620. 


‘Where work will last continuously throughout the year, the annual rate shall be paid. 
*Where work is temporary and will not last continuously throughout the year, the daily 
rate shall be paid. 


319 


Regular Service Exclusive of Sundays: 

Annual compensation’—$1440, 

Regular Service Exclusive of Sundays, Holidays and Saturday Afternoons: 
Annual compensation’—$1260. 

Temporary Service: 
Per diem compensation’—$4.75. 

Foreman Ship Carpenter: 

Regular Service Every Day in the Year: 
Annual compensation’—$1560. 

Regular Service Exclusive of Sundays: 
Annual compensation’—$1320. 

Regular Service Exclusive of Sundays, Holidays and Saturday Afternoons: 
Annual compensation'—$1200. 

Temporary Service: 
Per diem compensation’*—$4.50. 


MISCELLANEOUS SKILLED WORKER GROUP 
SYMBOL (TZ) 


The term Miscellaneous Skilled Worker Group is applied to those offices or employments 
of the Skilled Trades Service in which incumbents are required to perform routine or spe- 
cialized work in the skilled trades of an exceptional nature not included in the other groups 
of the Skilled Trades Service, or general work requiring knowledge of several trades. 


GRADE 1(TZ1) 
TITLES OF POSITIONS’ — 
GENERAL MECHANIC 
DUTIES— 
General Mechanic: 

The duties of General Mechanics, which may or may not involve supervision 
of artisans, helpers or inmates in institutions, are to perform general mechanical 
repair work about buildings and grounds, involving knowledge of and experience 

_in several trades. 


Examples: 
Making power plant, plumbing, steamfitting, painting, locksmithing, elec- 
trical and other repairs. 


QUALIFICATIONS— 
General Mechanic: 
1. Experience in the skilled trades and in the upkeep of buildings and grounds. 
2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


*Where work will last continuously throughout the year, the annual rate shall be paid. 
*Where work is temporary and will not last continuously throughout the year, the daily 
rate shall be paid. 
*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
General Mechanic in Kings County Hospital or in the hospitals of the Department 
ot Health. 


320 


COMPENSATION— 


General Mechanic: 


Range of annual compensation without maintenance—$1200 to $1440 inclusive. 
Salary rates—$1200, $1260, $1320, $1380, $1440. 

Range of annual compensation with maintenance—$900 to $1140 inclusive. 
Salary rates—$900, $960, $1020, $1080, $1140. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
General Mechanic: 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 
General Mechanic: 


S200 heh oe eo eee SOOO) Sources semen 1 year 
1200 RN ae eee O60 5S. sas Ge eee Les 
1320 eee ee. 1020 ote cere 2 years 
1380 core eas TOSO RYE ee eee ya = tee 


GRADE 2 (TZ 2) 


TITLES OF POSITIONS— 

ASSISTANT SUPERINTENDENT OF “POET CES SIGNAL Sv > UM 
DUTIES— 

Assistant Superintendent of Police Signal System: 

The duties of the Assistant Superintendent of Police Signal System are to assist 
the Superintendent of the Police Signal System in the maintenance, repair, and 
operation of the entire police signal system.’ 

QUALIFICATIONS— 
Assistant Superintendent of Police Signal System: 

1. Practical experience in the maintenance and repair of an electrical signal 
system. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

COMPENSATION— 
Assistant Superintendent of Police Signal System: 

Range of annual compensation—$1500 to $2100 inclusive. 

Salary rates—$1500, $1620, $1740, $1920, $2100. 

SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also 


page 30. 
Assistant Superintendent of Police Signal System: 
STS0G «ye ccae che Bena eat Seca cheat 1 year 
1620 is Fs Bae oe eee ee 2 years 
1740: ¢ Pome ghtiahe OS we 2 ee ere Pee ale 
1920 is ete ee reae ore rete ae t Seer eee Gees 


*When this position becomes vacant, it should be filled under the title of Junior Engineer 
(Electrical) in Grade 2 of the Engineer Group of the Professional Service. 


321 


GRADE 8 (TZ8) 
TITLES OF POSITIONS— 


SUPERINTENDENT OF POLICE SIGNAL SYSTEM 
DUTIES— | 


Superintendent of Police Signal System: ' 

The duties of the Superintendent of Police Signal System, which involve 
supervision of workers in the skilled trades and of other employes, are to direct 
and be responsible for the maintenance, repair and operation of the police signal 
system.” 


QUALIFICATIONS— 


Superintendent of Police Signal System: 

1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 


Superintendent of Police Signal System: 


Range of annual compensation—$2280 to $3180 inclusive. 
Salary rates—$2280, $2460, $2700, $2940, $3180. 


*When this position becomes vacant, it should be filled under the title of Assistant 
Engineer (Electrical) in Grade 3 of the Engineer Group of the Professional. Service. 


322 


UNSKILLED SERVICE 
SYMBOL (U) 


The term Unskilled Service is applied to those offices or employments 
the duties of whose incumbents are to perform manual work outside of insti- 
tutions not requiring skill in a recognized trade, or to perform duties requir- 
ing general administrative ability in the supervision of unskilled and mechanical 
forces engaged in maintenance work. 


CLEANER GROUP 
SYMBOL (UC) 


The term Cleaner Group is applied to those employments of the Unskilled Service in 
which incumbents are required to perform such services in the maintenance of cleanliness 
in public buildings as may be assigned by superiors. 


GRADE 1(UC1) 


TITLES OF POSITIONS — 
CLEANER 
CLEANER (WINDOWS) 
DUTIES— 
Cleaner: 
The duties of Cleaners are to clean, sweep, dust, scrub and polish and to perform 
such other services in the maintenance of cleanliness in public buildings as may be 
assigned by superiors. 


Cleaner (Windows): 
The duties of Cleaners (Windows) are to clean and polish windows and to per- 
form such other incidental work as may be assigned by superiors. 


QUALIFICATIONS— 
1. Such qualifications as may be required by the Municipal Civil Service 
Commission. 


COMPENSATION— 


Cleaner: 
Regular Service Exclusive of Sundays: 
Men: 
Range of annual compensation for full-time service averaging not less than 
7 hours a day—$768 to $864 inclusive. 
Salary rates—$768, $792, $816, $840, $864. 


Women: 
Range of annual compensation for full-time service averaging not less than 7 
hours a day—$600 to $768 inclusive. 
Salary rates—$600, $624, $648, $672, $696, $720, $744, $768. 
Range of annual compensation for part-time service averaging not less than 
3 hours a day—$300 to $420 inclusive. 
Salary rates—$300, $324, $348, $372, $396, $420. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Cleaner in the Municipal Building. 
Cleaner (Windows) in the Municipal Building. 


323 


Temporary Service: 
Men: 
30c. per hour. 
Women: 
25c. per hour. 
Cleaner (Windows): 
Regular Service Exclusive of Sundays: 


Range of annual compensation—$792 to $888 inclusive. 
Salary rates—$792, $816, $840, $864, $888. 


HOSTLER AND DRIVER GROUP 
SYMBOL? (UH) 


The term Hostler and Driver Group is applied to those employments of the Unskilled 
Service in which incumbents are required to perform duties incident to the care and driving 
of horses and the maintenance and repair of stables and equipment, to supervise the per- 
formance of this work, or to direct and be responsible for an entire horse-drawn trans- 
portation system. 


GRADE 1 (UH1) 
TITLES OF POSITIONS— 


DRIVER 
HOSTLER 
STABLEMAN 
DUTIES— 
Driver: 
The duties of Drivers are to drive and care for horses while outside of the 
stable. 
Hostler: 


The duties of Hostlers are to care for, clean, feed and bed horses. 


Stableman: 
The duties of Stablemen are to clean stables and equipment and to perform 
such other unskilled manual work in stables as may be required. 
QUALIFICATIONS— 
1. Such qualifications as may be required by the Municipal Civil Service Com- 
mission. 


COMPENSATION— 


Driver: 
Regular Service Exclusive of Sundays: 
Range of annual compensation—$840 to $936 inclusive. 
Salary rates—$840, $864, $888, $912, $936. 
Temporary Service: 


Range of per diem compensation’—$2.70 to $3 inclusive. 
Wage rates—$2.70, $2.80, $2.90, $3. 


Advancement from rate to rate shall be granted only to Drivers, Hostlers and Stablemen 
having served a minimum of 150 days during the preceding year. 


324 


Driver in the Department of Correction Having Charge of Prisoners: 
Regular Service Exclusive of Sundays: 
Range of annual compensation—$864 to $960 inclusive. 
Salary rates—$864, $888, $912, $936, $960. 
Hostler: 
Regular Service Exclusive of Sundays: 
Range of annual compensation—$816 to $912 inclusive. 
Salary rates—$816, $840, $864, $888, $912. 
Temporary Service: 
Range of per diem compensation’—$2.60 to $2.90 inclusive. 
Wage rates—$2.60, $2.70, $2.80, $2.90. 
Stableman: 
Regular Service Exclusive of Sundays: 
Range of annual compensation—$/92 to $888 inclusive. 
Salary rates—$792, $816, $840, $864, $888. 
Temporary Service: 


Range of per diem compensation’—$2.50 to $2.80 inclusive. 
Wage rates—$2.50, $2,60, $2.70, $2.80. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Driver: 
Employed at an annual rate: Employed at a per diem rate: 
SAO 05 ne, come heh toe es 1 year $2709, ee ee eee 2 years 
SOd sey RR abe ak ke lo ok BOO Cy GA. ene mere Diag 
BES fe aia ce iors reais 2 years DOO covet Soar arr eee Pde 
O12 4 rts meee Ontae AEs 
Driver in the Department of Correction Having Charge of Prisoners: 
SSO4 «oe Sear ie eon os Sth gh Clee apse tay a ee ae eet eee on 1 year 
BBB eis eee hee aN ee wa 8 Cay i ok See ne er ee 
2) Ee ea Ga Wa era eT we i RS MP ge ee LO th ERIN hecry 2 years 
O36 re ere Rea oc ee ee ores Ane RRA ees icant ze at sre een oe Zee 
Hostler: 
Employed at an annual rate: Employed at a per diem rate: 
$816 aCe Aee septa ee 1 year 200 Ck ede Sa hays 2 years 
B40) Varies eee en ee tee ia: Left eee ZF 
S64 Gar es eee 2 years 2 BO ees ccd eee eee Die 
S88 Ace ae ane race oe 
Stableman: 
Employed at an annual rate: Employed at a per diem rate: 
S792 sae See sae 1 year $2 SORE eek ee Cee 2 years 
B16. Pat eee ay: i aoe ZAM wea tcie: «ease Sener RM Zi) hie 
840 a > ii ee 2 years 27) OS eee tee Zip 
864-4 Sack See ee ieee 


‘Advancement from rate to rate shall be granted only to Drivers, Hostlers and 
Stablemen having served a minimum of 150 days during the preceding year. 


gf. 


GRADE 2 (UH 2) 
TITLES OF POSITIONS— 


FOREMAN OF STABLES (CORRECTION) 
STABLE FOREMAN 


DUTIES— 


Foreman of Stables (Correction): 

The duties of the Foreman of Stables (Correction), which involve supervision 
of the work of employes in Grade 1, of laborers and other employes, are to direct 
and be responsible for the entire horse-drawn transportation system of the 
Department of Correction, involving responsibility for the maintenance and opera- 
tion of stables, the care of horses, equipment and supplies, the keeping of necessary 
records and the safe transportation of prisoners in prison vans and of department 
supplies and materials. | 


Stable Foreman: 

The duties of Stable Foremen, which involves supervision of the work ‘of 
employes in Grade 1, of laborers and other employes, are to be responsible 
for the maintenance and operation of a large stable or a group of small stables, 
including the care of horses, equipment and supplies and the keeping of necessary 
records. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than three years of appropriate expe- 
rience in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Foreman of Stables (Correction): 
Range of annual compensation—$1500 to $1740 inclusive. 
Salary rates—$1500, $1620, $1740. 
Stable Foreman: 


Range of annual compensation—$10&80 to $1440 inclusive. 
Salary rates—$1080, $1140, $1200, $1260, $1320, $1380, $1440. 
Range of per diem compensation’—$3.40 to $4.25 inclusive. 
Wage rates—$3.40, $3.60, $3.80, $4, $4.25. 


SPECIAL REGULATION GOVERNING COMPENSATION— 
Stable Foreman: ? . 
~ Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 
The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


1A dvancement from rate to rate shall be granted only to Stable Foremen having served 
a minimum of 150 days during the preceding year. 


326 


Foreman of Stables (Correction): 


SUS00. a A Be ae aes ee eel sche ee ane 1 year 
LOZOweisicss eee oes Ae ee ee 2 years 
Stable Foreman: 
SLOSD: wens un bea ee SSoAG jerecere artes 1 year 
LIAS eae) ot ar eee S200." 5 ae arene he 
1200 ae oe eee dOuhta oe ee i 
12603 oe AO eet eee iat 
L320 re kee oe Fes ee ae eee ter 
1380 =. wen ok Ce ACR es 7 as eee ge 4 


GRADE 8 (UH3) 
TITLES OF POSITIONS— 


SUPERINTENDENT OF STABLES (POLICE) 
DUTIES— 

The duties of the incumbent of this position, which involve supervision 
of employes in Grades 1 and 2, and of mechanics, laborers and other employes, are 
to direct and be responsible for the activities of the horse-drawn equipment of the 
Police Department, including the maintenance and operation of stables, the purchas- 
ing and care of horses, equipment and supplies, the keeping of necessary records, 
the inspection of stables and investigation of complaints. 


QUALIFICATIONS— 
1. Experience in the supervision of stables. 
2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 
COMPENSATION— 
Range of annual compensation—$1920 to $2280 inclusive. 
Salary rates—$1920, $2100, $2280. 
SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


LABORER GROUP 
SYMBOL (UL) 


The term Laborer Group is applied to those offices or employments of the Unskilled 
Service in which incumbents are required to perform manual work outside of institutions 
requiring little skill or training and for which physical strength is an essential qualification, 
or to perform duties requiring general administrative ability in the supervision of unskilled 
and mechanical forces engaged in maintenance work. 


GRADE 1 (ULI) 
TITLES OF POSITIONS— 
LABORER 
LABORER (ASPHALT WORKER) 
LABORER (COAL SAMPLER)? 
LABORER (MARINE SOUNDER) 


1For title and compensation of persons who make actual laboratory tests of coal and 
other supplies, see the Chemist and Physicist Group of the Professional Service and the 
Laboratory Assistant Group of the Sub-Professional Service. 


w 
to 
N 


DUTIES— 
Laborer: 


The duties of Laborers are to perform under supervision manual work in the 
construction or maintenance of public works or other work requiring little skill 
or training and for which physical strength is an essential qualification. 


Laborer (Asphalt Worker): 


The duties of Laborers (Asphalt Worker) are to cut, mix, rake and tamp 
asphalt in the construction and repair of pavements. 


Laborer (Coal Sampler): 

The duties of Laborers (Coal Sampler) are to obtain samples of coal and also 
of cement, stone, hose and other commodities for the purpose of laboratory tests, 
and to keep such records and make such reports as may be required. 


Laborer (Marine Sounder): 

The duties of Laborers (Marine Sounder) are to determine, by means of rods, 
chains, or discs, the nature of the river bottom and the position and depth under 
water of wrecks, derelicts, or other obstructions, and to perform such incidental 
related work as may be required. 


QUALIFICATIONS— 


1. Such qualifications as may be required by the Municipal Civil Service 
Commission. 


COMPENSATION— 
Laborers Employed on Ordinary Unskilled Manual Work: 


Regular Service Exclusive of Sundays: 


Range of annual compensation—$792 to $888 inclusive. 
Salary rates—$792, $816, $840, $864, $888. 


Temporary Service: 


Range of per diem compensation’—$2.50 to $2.80 inclusive. 
Wage rates—$2.50, $2.60, $2.70, $2.80. 


Laborer (Asphalt Worker), Laborer (Coal Sampler), Laborer (Marine 
Sounder) and Other Laborers Employed on Difficult Manual Work Re- 
quiring Some Skill and Dependability, Such as Cleaning Spans of Bridges 
or Sewers, Sawing and Placing Timber for Shoring or Well-driving: 


Regular Service Exclusive of Sundays: 


Range of annual compensation—$888 to el inclusive. 
Salary rates—$888, $912, $936. 


Temporary Service: 


Range of per diem compensation’—$2.80 to $3 inclusive. 
Wage rates—$2.80, $2.90, $3. 


Superannuated Laborers Assigned to Light Laboring or Watchman Work:’ 


Annual compensation—$720. 


1A dvancement from rate to rate shall be granted only to Laborers having served a 
minimum of 150 days during the preceding year. 

*Superannuated Laborers who are unable to perform more arduous work and are assigned 
to light laboring work or watchman work of minor consequence, such as watching highway 
repair jobs or street openings or sewer and highway yards at night, may receive an annual 
compensation of $720. 


328 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Laborers Employed on Ordinary Unskilled Manual Work: 


Employed at an annual rate: Employed at a per diem rate: 
SIOZ a icwarce ede een 1 year 2 OU tac ele. thee eee ere 2 years 
BIG aie ao We eee ote iP tp 2 OY ae Monk cP ee ee ee as 
B47 Gn a aon eos 2 years DATO has tee eee Oe Zo 
ROA A eS AD tee ol ie 


Laborer (Asphalt Worker), Laborer (Coal Sampler), Laborer (Marine 
Sounder) and Other Laborers Employed on Difficult Manual Work 
Requiring Some Skill and Dependability as Indicated Above: 


Employed at an annual rate: Employed at a per diem rate: 
alate Beth ann Hho bate Cee 2 years $2. OO ane aide Pee chr an 2 years 
OIZ BET re og ec an BS BIO i Lege were sate ee ie 


GRADE 2 (UL2) 


TITLES OF POSITIONS’ — 


FOREMAN 
FOREMAN ASPHALT WORKER 


DUTIES— 


Foreman: 

The duties of Foremen are to supervise and be responsible for gangs of Labor- 
ers, including other employes in the lowest grades of the Unskilled Service, and to 
make such reports of location, time and quantity of and men and materials used on 
work as may be required. 


‘Foreman Asphalt Worker: 


The duties of Foremen Asphalt Workers are to take charge of street gangs 
including skilled asphalt workers in asphalt repair work. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than three years of appropriate expe- 
rience in Grade 1, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 1. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Foremen in charge of repair gangs in the Bureaus of Highways in the various 
boroughs. 


Foremen in charge of mosquito prevention gangs in the Health Department. 


329 


/ 


COMPENSATION — 


Foreman in Charge of Ordinary Labor Gangs (Dirt Road, Cleaning or 
Sprinkler Gangs and Gangs Employed on Maintenance Work on 


Bridges): 


Regular Service Every Day in the Year: 


Range of annual compensation—$1080 to $1440 inclusive. 
Salary rates—$1080, $1140, $1200, $1260, $1320, $1380, $1440. 


Regular Service Exclusive of Sundays: 


Range of annual compensation—$900 to $1200 inclusive. 
Salary rates—$900, $960, $1020, $1080, $1140, $1200. 


Temporary Service: 
Range of per diem compensation’—$3 to $4 inclusive. 


Wage rates—$3, $3.20, $3.40, $3.60, $3.80, $4. 


Foreman Asphalt Worker and Foreman in Charge of Large Gangs Including 
Skilled Laborers (Stone and Wood Block Paving Gangs, Gangs Em- 
ployed on Repairs to Flag and Curb, and Water Supply Repair Gangs): 


Regular Service Every Day in the Year: 


Range of annual compensation—$1440 to $1800 inclusive. 
Salary rates—$1440, $1500, $1560, $1620, $1680, $1740, $1800. 


Regular Service Exclusive of Sundays: 


Range of annual compensation—$1200 to $1500 inclusive. 
Salary rates—$1200, $1260, $1320, $1380, $1440, $1500. 


Temporary Service: 
Range of per diem compensation’—$# to $5 inclusive. 
Wage rates—$4, $4.25, $4.50, $4.75, $5. 
SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. Fixa- 
tion of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Foreman in Charge of Ordinary Labor Gangs: 


SOO e a Oren ats LOBOS eee ues ro OU Re TN ae sic acrirh tors 1 year 
OO Be irate: TAG ea fated ie LUC een we voters ioe as 
TCG ee a WAN os ee ee Cae Oi eues-ae Meme lan 
LCS 1 tee ene hee TA os gs ek Pete ee STOUR ates yricae 2: jee 
Ee se eae ae i ae Ne Oe ee ee Se LN re WE oe ees Lia 
PSS gtaats eta eee oe eae rer rae te oe he ie 


*Appropriate deductions from salary will be made in the case of Foremen receiving part 


or full maintenance. 
*Advancement from rate to rate shall be granted only to Foremen having served a 


minimum of 150 days during the preceding year. 


330 


Foreman Asphalt Worker and Foreman in Charge of Large Gangs, Including 
Skilled Laborers: . 


S1Z00 aay hea ae oe $1440 Sy eye ea $4.00 uk cee 1 year 
1260 Rha eres 1500 22 eee 4 25 a ee io 
1320 ee eee E500 eee 4 2O0 Boas ah ees Vt a 
L380 Bie ca eee L620 Pe eee cd tak oom ae rete Sages 
144 eee sates eek 1680 oe ck Ve GOR cae es SR rs ee 2 years 

1740: PR are ee ee Lo eieee See eee ee A de 


GRADE 8 (UL3) 


TITLES OF POSITIONS '— 
GENERAL FOREMAN 
DUTIES— 
The duties of incumbents of these positions are to direct and be responsible for 


the work of a number of gangs of Laborers under the supervision of Foremen, 
including other employes in the lowest grades of the Skilled Trades and Unskilled 


Services. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for.Grade 2. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 2, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$1500 to $1920 inclusive. 
Salary rates—$1500, $1620, $1740, $1920. 

SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. Fixa- 
tion of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


SL SOU Sek wane yee «eer a tony x Cerne 1 year 
1620 Fae Seah eee Oh ee ee ee 2 years 
1740 bores cece tinge ee oe es 


*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 

General Foreman in charge of bridge tenders, enginemen, machinists, stokers, oilers 
and laborers comprising the operating and cleaning forces on movable bridges 
in the Department of Plant and Structures. 

General Foreman in charge of gangs engaged in the repair work in a large district 
or ward in the Bureaus of Highways in the various boroughs. 

General Foreman in charge of sewer and sewer basin cleaning gangs in the Bureaus 
of Sewers in the various boroughs. 


331 


GRADE 4 (UL4) 
TITLES OF POSITIONS’ — 


SUPERINTENDENT OF MAINTENANCE 
DUTIES— 


The duties of incumbents of these positions are to direct and be responsible 
for large gangs of Laborers and workers in the skilled trades under General 
Foremen and Foremen engaged in the maintenance and repair of an entire water 
distribution or electrical subway system or in other maintenance work of similar 
character and magnitude. 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 3. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 3, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 3. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$2100 to $2700 inclusive. 
Salary rates—$2100, $2280, $2460, $2700. 
SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. Fixa- 
tion of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- 
ing that the rate requested does not exceed the value of the work to be performed. 


PARK WORKER GROUP 
SYMBOL (U P) 


The term Park Worker Group is applied to those offices or employments of the Unskilled 
Service in which incumbents are required to perform manual work incident to the main- 
tenance of public parks or to supervise or direct such work. 


GRADE 1 (UP1) 
TITLES OF POSITIONS— 


CLIMBER* AND PRUNER 
GARDENER 


DUTIES— 
Climber and Pruner: 


The duties of Climber and Pruners, which require ability to climb trees, are 
to perform under supervision simple manual work incident to the planting, spraying, 
pruning and trimming of trees or other related work. 


Gardener: 


The duties of Gardeners are to perform, under supervision, technical work 
relating to the planting, propagation, cultivation and care of flowers, plants and 
shrubs. 


’The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 
Superintendent of Maintenance in the boroughs of Manhattan and The Bronx in 
the Department of Water Supply, Gas and Electricity, responsible for the 
repair of all breaks in pipe lines. 


332 


QUALIFICATIONS— 


1. Such qualifications as may be required by the Municipal Civil Service 
Commission. 


COMPENSATION— 


Range of per diem compensation’—$2.80 to $3 inclusive, 
Wage rates—$2.80, $2.90, $3. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious . 
service required at each rate before advancement to the next rate. See also page 30. 


Os OO) Waco ect en a ete ie ee 1 year 


GRADE 2 (UP 2) 


TITLES OF POSITIONS*— 


FOREMAN GARDENER 
INSPECTOR OF TREES 
PARK FOREMAN 


DUTIES— 
Foreman Gardener: 


The duties of Foremen Gardeners, which require a high degree of gardening 
skill, are to supervise and instruct employes in Grade 1 and other employes in the 
performance of technical work relating to the planting, propagation, cultivation 
and care of flowers, plants and shrubs. 


Examples: 


Assisting head gardener in greenhouse work. 
Directing a gang of park laborers in the care of flower beds or shrubberies. 


Inspector of Trees: 


The duties of Inspectors of Trees are to receive and investigate aioe 
of citizens regarding the care and condition of trees in city streets, to make recom- 
mendations as to treatment, and to perform such work in the actual care of trees 
as may be required. 


Park Foreman: 


The duties of Park Foremen are to plan and supervise the work of a group 
of employes in Grade 1 or of other laborers. 


Examples: 


Taking charge of a gang of climbers and pruners. 
Taking charge of a gang repairing park roadways. 


*Advancement from rate to rate shall be granted only to employes having served a 
minimum of 150 days during the preceding year. 

°The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 

Park Foreman in charge of a group of small parks or a section of a large park 
in the Department of Parks, Manhattan, Brooklyn, The Bronx or Queens. 

*In future these positions, which exist only in the borough of Brooklyn, should be filled 

by Climbers and Pruners. 


333 


QUALIFICATIONS— 


1. The minimum qualifications prescribed for Grade 1. 

2. If appointed by promotion, not less than one year of appropriate experience 
in Grade 1, or if appointed as the result of an open competitive examination, expe- 
rience in work of the character and standard of Grade 1. 


3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 

Regular Service Every Day in the Year: 
Range of annual compensation—$1140 to $1320 inclusive. 
Salary rates—$1140, $1200, $1260, $1320. 

Regular Service Exclusive of Sundays: 
Range of annual compensation—$960 to $1140 inclusive. 
Salary rates—$960, $1020, $1080, $1140. 

Temporary Service: 
Range of per diem compensation’—$3.20 to $3.80 inclusive. 
Wage rates—$3.20, $3.40, $3.60, $3.80. 

SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


Si TA GaeN ee ae te SOG sors cet vee ae ORC Aad oe, 1 year 
P20 CMe ee once LOZ ea nete ery ee | eee re 2 years 
T2608 eee. TOS Serer 8 Sete OOO we ees : Acer ae fon ee 


GRADE 8 (UP3) 
TITLES OF POSITIONS*— 


ARBORICULTURIST : 
GENERAL PARK FOREMAN 
HEAD GARDENER 


*Advancement from rate to rate shall be granted only to employes ‘having served a 
minimum of 150 days during the preceding year. 

*The following positions are among those appraised by the Bureau of Personal Service 
in this grade on the basis of duties performed by present incumbents: 

Arboriculturist in charge of a section, borough of Brooklyn. 

Arboriculturist in charge of one large or a number of small gangs of laborers and 
other employes, borough of Manhattan. 

General Park Foreman in charge of the park districts extending from the Battery 
to 59th Street, from 59th Street to 110th Street and from 110th Street north, 
in the Department of Parks, Manhattan and Richmond. 

Head Gardener in charge of greenhouses in the Departments of Parks, Manhattan 
and Richmond, Brooklyn, The Bronx or Queens. 


334 


DUTIES— 


Arboriculturist: 

The duties of Arboriculturists are to supervise and inspect the work of groups 
of laborers and other employes engaged in the planting, cultivation and care of 
trees, shrubs and plants in public parks, streets and nurseries, or to take charge of 
and be responsible for the care of trees in an assigned section of a borough, to 
assist in making studies and preparing specifications relating to the conservation of 
trees, shrubs and plants, and to perform other related technical work. 


General Park Foreman: 


The duties of General Park Foremen, which include supervision of the work 
of employes in Grades 1 and 2, are to be responsible for the work of the largest 
park divisions or units. 


Head Gardener: 


The duties of Head Gardeners, which include supervision of Gardeners and 
Foremen Gardeners in Grades 1 and 2, are to take charge of greenhouses and to be 
responsible for the gardening work of one or more boroughs. 


QUALIFICATIONS— 
Arboriculturist: 

1. Experience in planting, cultivating and caring for trees on large private 
estates or in public streets or parks, or other training or experience recognized by 
the Municipal Civil Service Commission as qualifying. 

2. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 

General Park Foreman, Head Gardener: 


1. The minimum qualifications prescribed for Grade 2. 

2. If appointed by promotion, not less than two years of appropriate experi- 
ence in Grade 2, or if appointed as the result of an open competitive examination, 
experience in work of the character and standard of Grade 2. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Regular Service Every Day in the Year: 
Range of annual compensation—$1440 to $1800 inclusive. 
Salary rates—$1440, $1560, $1680, $1800. 
Temporary Service: 
Range of per diem compensation’—$4 to $4.75 inclusive. 
Wage rates—$4, $4.25, $4.50, $4.75. 
SPECIAL REGULATION GOVERNING COMPENSATION— 


Beginning with the lowest rate, advancement within this grade is conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. 


$1440- A. aka et ta ee eee 1 year 
1560.42 e eee AWD Bechara 2 years 
LOSOL qa to eenace 4 SO yas oa 


*Advancement from rate to rate shall be granted only to persons having served a mini- 
mum of 150 days during the preceding year. 


335 


GRADE 4 (UP 4) 
TITLES OF POSITIONS — 
SUPERINTENDENT OF PARKS 
DUTIES— 

The duties of incumbents of these positions are to direct, inspect and report 
on the work of employes in Grades 1, 2 and 3 and of other employes engaged in 
the care and maintenance of an entire system of parks and parkways, to advise with 
the Commissioner of Parks on questions involving the use of parks by the public, 
and to perform such other related work as may be assigned. 


QUALIFICATIONS— 

1. The minimum qualifications prescribed for General Park Foreman in 
Grade 3. 

2. If appointed by promotion, not less than two years of appropriate experience 
as General Park Foreman in Grade 3, or if appointed as the result of an open 
competitive examination, experience in work of the character and standard of 
Grade 3. 

3. Such additional qualifications as may be required by the Municipal Civil 
Service Commission. 


COMPENSATION— 
Range of annual compensation—$2700 to $3960 inclusive. 
Salary rates—$2700, $2940, $3180, $3420, $3660, $3960. 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Persons entering this grade need not necessarily begin at the lowest rate. 
Fixation of the initial salary rate and advancement within this grade are condi- 
tional upon appraisal under the rules of the Board of Estimate and Apportionment, 
indicating that the rate requested does not exceed the value of the work to be 
performed. 


MISCELLANEOUS LABORER GROUP 
SYMBOL (UZ) 


The term Miscellaneous Laborer Group is applied to those offices or employments of 
the Unskilled Service in which incumbents are required to perform routine or specialized 
laboring work of an exceptional nature not included in the other groups of the Unskilled 
Service. 


GRADE 1 (UZ1) 


TITLES OF POSITIONS— 
GATE TENDER 
TABORATORY HELPER 
LABORER (STORES) 
Wish bie COOP PEK 


*The position of Superintendent of Parks at present exists only in the boroughs of 
Brooklyn and The Bronx. 

It is recommended that a position as Engineer and Superintendent be established in each 
borough. (See Grades 4 and 5 of the Engineer Group of the Professional Service.) Should 
consolidation of the various existing park units be effected under a single Commissioner, a 
position as Chief Engineer of Parks should be established combining the duties of Engineer 
and Superintendent over the whole park system of Greater New York, and the incumbent 
should supervise the work of four borough engineers of maintenance and operation. 


336 


DUTIES— 


Gate Tender: 
The duties of Gate Tenders, which involve cleaning and light laboring work 


about the gate-house, are to be on watch at gate-houses of the water supply system 
and to operate the gates either by hand or electrically in accordance with instructions. 


Laboratory Helper: 

The duties of Laboratory Helpers are to clean and sterilize glassware and 
utensils, to fill, cap and label bottles and to perform such other manual work about 
laboratories as may properly be performed by laboratory helpers,’ 


Laborer (Stores): 

The duties of Laborers (Stores), which require ability to read, write and 
understand English and to perform simple arithmetical calculations, are to pack, 
unpack, receive, distribute and otherwise handle supplies, materials and equipment 
under the supervision of a Stores Foreman or a Storekeeper, to be responsible for 
the cleaning and orderliness of bins, floors, etc., and to perform under supervision 
such simple clerical work as may be required. 


Ticket Chopper: 

The duties of Ticket Choppers are to receive and chop tickets at entrances to 
municipal ferries or other means of transportation and to prevent persons not hold- 
ing tickets from gaining access to such places. 


QUALIFICATIONS— 


1. Such qualifications as may be required by the Municipal Civil Service 
Commission. 


COMPENSATION— 


Gate Tender: 
Regular Service Every Day in the Year: 
Range of annual compensation—$876 to $984 inclusive. 
Salary rates—$876, $912, $948, $984. 
Laboratory Helper: 
Range of annual compensation—$360 to $780 inclusive. 
Salary rates—$360, $420, $480, $540, $600, $660, $720, $780. 
Laborer (Stores): 

Regular Service Exclusive of Sundays: 
Range of annual compensation—$816 to $912 inclusive. 
Salary rates—$816, $840, $864, $888, $912. 

Temporary Service: 

Range of per diem compensation—$2.60 to $2.90 inclusive. 
Wage rates—$2.60, $2.70, $2.80, $2.90. 
Ticket Chopper: 

Regular Service Exclusive of Sundays: 
Range of annual compensation—$792 to $888 inclusive. 
Salary rates—$792, $816, $840, $864, $888. 

Temporary Service: 
Per diem compensation—$2.50. 


*See grades 1 and 2 of the Laboratory Assistant Group. 


337 


SPECIAL REGULATION GOVERNING COMPENSATION— 


Laboratory Helper: 


Persons entering this grade need not necessarily begin at the lowest rate. Fixa- 
tion of the initial salary rate and advancement within this grade are conditional 
upon appraisal under the rules of the Board of Estimate and Apportionment, indi- 
cating that the rate requested does not exceed the value of the work to be performed. 


SPECIAL CONDITION GOVERNING ADVANCEMENT— 


The following table indicates the minimum number of years of meritorious 
service required at each rate before advancement to the next rate. See also page 30. - 


Gate Tender: 


SO 7 One een ye, eeu Get wee ies 1 year 
WE aS Ua eee SC ear ae amea ee 
A AME Mane eee the Ce ache eis x eae 2 years 
Laborer (Stores): 
Employed at an annual rate: Employed at a per diem rate: 
nite tlt Pee canary saree on oe Reale 1 year ANU ee ere th ae 1 year 
SAGE AP aa ee ieee + le ky EONS oe ant ee Pak en 2 years 
COWS careietie te te Aa ey DOLE eae toy aaa SL. 23 4s 
Sey ee ta ah Meese hy Uae 2 years 
Ticket Chopper: 
MERSIN Jost he Gh aR ee Nah a a 1 year 
SIG eRe eran ks we oes cress oa mS 
BA Pare ak Suse h a were Rae oes 2 years 


338 


APPENDIX 


RULE OPW OG Oi E hatoeenl 1G. 


October 3, 1916. 
To the Heads of Departments: 


At an executive meeting of the Board of Estimate and Apportionment, held 
on September 27th, the question of regular periodic increases in salaries as recom- 
mended in the standard specifications was considered. The Board agreed to 
grant a substantial number of increases among the lower paid employees in order 
to put the recommendations of the proposed standard specifications into partial 
effect in the 1917 Budget. ; 

As a basis for determining the final appropriation for this purpose the 
Budget Committee has decided to ask the heads of Departments to prepare lists 
of employees who would be eligible for increases under restrictive conditions as 
indicated below. The Budget Committee wishes to emphasize to the heads of 
Departments that the conditions are to be regarded as minimum requirements 
and that they are not under any obligation to recommend all employees who 
would be eligible. 


Co-operation of Department Heads. 


The plan for the coming Budget must be regarded as somewhat experimental 
in character. Its success this year and its future development will depend in 
large measure on the intelligent co-operation of administrative officers in pre- 
paring and reviewing the departmental service ratings. 


Preparation of Departmental Eligible List. 


The lists should be prepared by codes following the order of the original 
Budget requests. Opposite each name on the list it should be indicated whether 
or not the person has already been recommended for increase in the departmental 
estimate. It is suggested that the capital letters “R” and “N. R.” be used for 
this purpose to indicate whether the persons:have been “ already recommended ” 
or “not recommended.” 

It is also requested that a supplemental list be submitted carrying the names 
of employees who have been recommended for increases in the estimate, but 
would not be eligible under the proposed conditions. 


Minimum Conditions Regarding Increases for Employees in the Lower 
Grades. 
Clerical Service. 
Employees in the following grades: 

Clerk Group, Grade 1 ($300 to $540). 

Grade 2a ($600 to $720). 
Stenographer Group, Grade 1 ($720 to $900). 
Telephone Operator Group, Grade 1 ($600 to $900). 
Typist Group, Grade 1 ($600 to $780). 


339 


—who have served one year or more at their present salary rates and have 
received a departmental rating of “Average” in efficiency and punctuality for 
the four quarters of the year ending June 30, 1916. 

Employees in the Clerical Service other than those mentioned above whose 
salary is less than $1,200, who have served two years or more at their present 
salary rates and have received a departmental rating of “Above average” in 
efficiency and punctuality for at least two quarters of the year ending June 30, 
1916; or who have served one year or more at their present salary rate and have 
received a departmental rating of “Far above average ” in efficiency and punc- 
tuality for at least two quarters of the year ending June 30, 1916. 


Custodial Service. 


Employees in the following grades: 
Animal Keeper Group, Grade 1 ($900 to $1,080). 
Bridge Tender Group, Grade 1 ($860 to $960). 
Caretaker Group, Grade 1 ($780 to $960). 
Elevator Operator Group, Grade 1 ($780 to $960). 
Watchman Group, Grade 1 ($720 to $840). 
Ticket Chopper Group, Grade 1 ($744 to $864). 
—who have served one year or more at their present salary rates and have 
received a departmental rating of “Average” in efficiency and punctuality for 
the four quarters of the year ending June 30, 1916. | 
Employees in the Custodial Service, other than those mentioned above, 
whose salary is less than $1,200, who have served two years or more at their 
present salary rates and have received a departmental rating of “Above average ”’ 
in efficiency and punctuality for at least two quarters of the year ending June 
30, 1916; or who have served one year or more at their present salary rates and 
have received a departmental rating of “ Far above average”’ in efficiency and 
punctuality for at least two quarters of the year ending June 30, 1916. 


Professional, Sub-Professional, Investigational and Educational Services. 


Employees on full time whose salary is less than $1,200, who have served 
three years or more at their present salary rate and have received a departmental 
rating of “Average” in efficiency and punctuality for the four quarters of the 
year ending June 30, 1916, or who have served two years or more at their present 
salary rates and have received a departmental rating of “Above average” in 
efficiency and punctuality for at least two quarters of the year ending June 30, 
1916, or who have served one year or more at their present salary rates and have 
received a departmental rating of “ Far above average” in efficiency and punc- 
tuality for at least two quarters of the year ending June 30, 1916. 

In the case of employees in the non-competitive or exempt class, such as 
Nurses in hospitals, for whom no departmental service records are prepared a 
special certificate of excellent service must be submitted by the department head 
to justify an increase for employees who have served less than three years at 
their present salary rates. 


340 


Inspectional Service. 


First Grade Inspectors whose salary is less than $1,500, who have served for 
three years or more at their present salary rates and have received a depart- 
mental rating of “Average” in efficiency and punctuality for the four quarters 
of the year ending June 30, 1916, or who have served for two years or more at 
their present salary rates and have received a departmental rating of “Above 
average” in efficiency and punctuality for at least two quarters of the year end- 
ing June 30, 1916, or who have served at least one year at their present salary 
rates and have received a departmental rating of “ Far above average”’ in eff- 
ciency and punctuality for at least two quarters of the year ending June 30, 1916. 


Institutional Service. 

Employees in this service whose salary is less than $660 with maintenance 
or $900 without maintenance and who have served at least one year or six 
months, according to the provisions of the standard specifications, and whose 
records are considered satisfactory by the head of the department. 


= 


Street Cleaning and Unskilled Service. 


Employees in this service in the labor class (7. e., employees below the com- 
petitive class in the Civil Service classification) who have served at least one 
year at their present salary rates and whose services are considered satisfactory 
by the head of the department. 

Employees in these services, in the competitive class, whose salaries are less 
than $1,200, who have served three years or more at their present salary rates 
and have received a departmental rating of “Average” in efficiency and punctual- 
ity for the four quarters ending June 30, 1916, or who have served two years or 
more at their present salary rates and have received a departmental rating of 
“Above average”’ in efficiency and punctuality for at least two quarters of the 
year ending June 30, 1916, or who have served one year at their present salary 
rates and have received a departmental rating of “ Far above average” in effi- 
ciency and punctuality for at least two quarters of the year ending June 30, 1916. 

The increase of $12 in the salaries of Assistant Foremen in the Street Clean- 
ing Department in the 1916 Budget, which was made in order to raise these 
employees to the minimum of the standard grade shall not be considered as an 
increase in making advancements in the 1917 Budget. 


Note—The above rules shall not be construed so as to permit of an increase 
to a rate higher than the maximum appraised value of the work to be done, or 


so as to prevent an increase to the minimum of the grade in which the position 
is appraised. 


Wm. A. PRENDERGAST, 
Comptroller, Chairman Tax Budget Committee. 


PROPOSED RESOLUTION OF THE BOARD OF ESTIMATE AND 
APPORTIONMENT PROVIDING FOR APPROVAL OF TITLES 
BY THE MUNICIPAL CIVIL SERVICE COMMISSION. 


Resolved, That the Board of Estimate and Apportionment hereby approves 
the following procedure pending amendments to Sections 56 and 226 of the 
Charter: 

The Board of Estimate and Apportionment shall include in the budget 
schedules supporting appropriations for salaries, wages and other compensa- 
tions, only those titles which shall have been approved by the Municipal Civil 
Service Commission, and shall have been certified to the Board of Estimate 
and Apportionment by said Commission as being properly descriptive of the 
duties to be performed and uniform for similar duties. 

In recommending to the Board of Aldermen the fixing of salaries of 
officers or persons, the Board of Estimate and Apportionment shall certify 
that the titles of such officers or persons have been approved by the Munici- 
pal Civil Service Commission. 


342 


PROPOSED STANDARD FORM OF REPORT ON CHANGES IN THE 
STANDARD SPECIFICATIONS FOR PERSONAL SERVICE TO 
BE SUBMITTED BY THE COMMITTEE ON SALARIES 
AND GRADES TO THE BOARD OF ESTIMATE 
AND APPORTIONMENT. 


Report of the Committee on Salaries and Grades on proposed changes in 
the Standard Specifications for Personal Service affecting the position(s) of 
1 A oe in| Grades). 0. s-< we .- OlothGs sey. es wa ear OUD sO latices 


See ee Service. 
The Bureau of Personal Service reports to the Committee that the purpose 


TS FB AS Se OO 8 8 8m 1h 8 18 8 6 06 8 68 0 kee <, 9 6 28s 016 elie ws es pe ee he! ee) Oe Ua Keel wa stele te) sia lt a. ial elles aries a ae 


A Rar ide Riedell Tek ies Ya aC Yai fare Bch, Sc AOR ibe WCW aCe ee Cece Hew rem Oi Oar Oe eth tied A) a eo ee Ay GA 


© RES POE EO 28 568 8 Ue OTe (Ome) (08) (6/6101 0) 618, Cae wee 6) Cae Le) 6, eke Le atte 
SE OOO HOLL (CLO) 180 50) O10! 6, 6 Oe) Se) we te) 00 eee eile: qe eke) (6 el B08) 618 


See 10 8 (8 y0'510) 8 52 10 6) PPS 10 Av 0. 0) 9) 6) .0' 88) Olde ene Le se ter ee ce) 6 ele ne) 16 


Committee on Salaries and Grades. 


The Municipal Civil Service Commission approves these changes so far as 
they affect the titles, duties and qualifications of positions and so far as they 
affect changes in salaries which involve changes in the civil service salary grades. 


20 (8. 9.101 6 a! Oe 0) 0 O10. 4iMe lie 8. 64's 6/6 0.6 \b ce We) oe ete relel-eneabaanie 


President, Municipal Civil Service 
Commission. 


‘The following is a list of the major changes one or more of which is to be 
inserted in the above space: 


a. Add (the snewscroupec: ee ee INLNe teen Sy Arai Service, the 
group definition being as follows: 
b. Add the new position of................ involving new duties and qualifica- 


tions and an appropriate range of compensation as follows: 


c. “Eliminate the position ois. e1e.e eee 

d. Change the qualifications for the POSItiIONZOl. eee ee as follows: 

e. Change the compensation for the POSItiOn Ol. s. eeee e ee as follows: 

f. Change the regulation governing compensation for the position of.......... 
ele heir e Git as follows: 

g. Change the condition governing advancement for the position of.......... 
hos oe eiccs as follows: 


h. Change the notes on the position of................ as follows: 


343 


PROPOSED STANDARD FORM OF REPORT ON TEMPORARY 
SUSPENSION OF THE PROVISIONS GOVERNING INITIAL 
COMPENSATION IN THE STANDARD SPECIFICATIONS 
FOR PERSONAL SERVICE TO BE SUBMITTED BY 
THE COMMITTEE ON SALARIES AND GRADES 
TO THE BOARD OF ESTIMATE AND 
APPORTIONMENT. 

Report of the Committee on Salaries and Grades on proposed temporary 
suspension of provisions of the Standard Specifications for Personal Service 


(Og eval BO oy Sa gree oF a eid eee FLO pe Ole tears ners atte Service. 
- The Bureau of Personal Service reports to the Committee that the rea- 
BO MIOMMSmLCIIOLALY soUSPCUSION 1S cet sy co yeh ug niece «1s 
Inview of this report the Committee:recommends...............-. 


OF 6).@ © ‘0 @ @ © # © © @ ©, 0, 0 6 8 6 0 0 © © 8 6 6 8 0 0 6 @ OO 6 & a ef & ef 
oeoeo ee eee e ee eee eee ee ee wwe Hwee wo He eo eT eee ee eT eB 


eoeoeoevreeeee ee ee eee eeeeseereeeeeee ee eeeeee eo 


Committee on Salaries and Grades. 


344 


INCREASED COST OF LIVING FOR AN UNSKILLED LABORER’S 
FAMILY IN NEW YORK CITY.’ 


The following table shows a comparison of the results of studies made in 
February, 1915, and February, 1917, of the cost of living for an unskilled labor- 
er’s family in New York City. The increase in cost in those two years seems to be 
not less than $135, or approximately 16%. The family under consideration is 
assumed to consist of five members, a wage earner, his wife and three children 
of school age (boy of 13 years, girl of 10 years and boy of 6 years) who cannot 
be expected to contribute anything to the family support. Objects of expendi- 
ture have been classified in eight standard groups, among which the total has been 
apportioned as follows: | 

February, February, 


1915 1917 
Per Year Per Year 
1.—Housing?sisoe eee ke eee eee ee eee ere $168.00 $168.00 
I) .—Cartate 2eei otek ce ee ee ers 30.30 SU730 
TIT —Food © a. S585, Senet cee ee ee eee 383.812 492.388 
TV.— Clothing: yanstasey back oe en eee 104.20 127.10 
V—Fuelvand@isht> eee eee eee Fae area 42.75 46.75 
Vii —Health: ty xctetire ee tees it ar Pak ne ae 20.00 20.00 
VilsInstirance) meen bo tees eee 22.88 22.88 
VITT-—Sundries: 25 tee ee 73500 73200 
Dota lira been Seok se ee eee $844 .942 $980.418 
Sundries Classified— 
Papers andiother readino matter ann eee $5.00 
Recreation gi, sata eh ae ee ee 40.00 
Furniture, utensils, fixtures, moving expenses, 
oof ORRO SIE Gaerne serena leo ick F 18.00 
Church dues a eee ae ee Vie R ee oe 5.00 
Incidentals—soap, washing material, stamps, 
aR OSIRIA KE Sac bie tk 4 5.00 
Total sae tans ct ie aie ee ee $73.00 
844.942 
AMOUNT Of INCTEASe ey ee ene $135.476 


"For a detailed report of this study see Report on the Increased Cost of Living 
for an Unskilled Laborer’s Family in New York City, Bureau of Personal Service, 1917. 


345 


DIGEST OF STANDARD SPECIFICATIONS 


Salary 
Group Gr. Title Range Rates 
Executive No recom- 
Council menda- 
tions 
Commissioner | 1 | Assessor $3600-6000|} $3600 
Commissioner 4500 
5100 
6000 
2 | Chamberlain 7500-15000} 7500 
Commissioner 9000 
Corporation Counsel 10500 
Executive Manager 12000 
(Education) 13500 
15000 
Deputy 1 | DeputyCommissioner| 3600-7500 3600 
Commissioner Deputy Comptroller 3900 
4200 
4500 
4800 
5100 
5400 
6000 
6600 
7500 
Executive 1 | Executive Secretary | 3000-5100 3000 
Secretary . 3240 
3480 
3780 
4080 
4380 
. 4680 
5100 
Executive See note on page 34 
County Officer 
Professional Service 
! 
Salary 
Group Gr. Title Range Rates 
Accountant 1 | Junior Accountant (|$1260-1920 | $1260 


Executive Service 


2 | Accountant 2100-3180 2100 
Auditor 2280 


346 


DIGEST OF STANDARD SPECIFICATIONS—Continued 


Professional Service—Continued 


Salary 
Group Gr. Title Range Rates 


Accountant— | 3 | Senior Accountant  |$3420-4560 $3420 


Cont’d Senior Auditor 3660 
3960 
4260 
4560 
4 | Chief Accountant 4860 and up 4860 
Chief Auditor (No recom-| 5280 
mendation 5700 
above 6120 
$6120) 
Architect 1 | ArchitecturalAssistant| 1020-1380 tee 
1 
1260 
1380 
2 | Junior Architect 1500-2100 1500 
Junior Architect 1620 
(Landscape) 1740 
1920 
2100 
3 | Assistant Architect 2280-2940 2280 
Assistant Architect 2460 
(Landscape) 2700 
2940 
4 | Architect 3180-4560 3180 
Architect and Deputy 3420 
Superintendent of | Per diem: 3660 
School Buildings $25 and up 3960 
Architect (Landscape) 4260 
4560 
5 | Senior Architect See note on 


Senior Architect and | page 43 
Deputy  Superin- 
tendent of School 


Buildings 

6 | Chief Architect 6120 and up 6120 
Chief Architect and 6600 
Superintendent of 7200 


School Buildings (No recom-| . 7800 
Consulting Architect | mendation 8400 


above 9000 

$10200) 9600 

10200 

Bacteriologist | 1 | Assistant Bacteriolo-| 1500-2100 1500 
gist (Full time) 1620 
1740 

1920 

2100 

1200-1800 1200 

(Not less 1320 

than 28hrs. 1440 

a week) 1560 

1680 


1800 


347 


DIGEST OF STANDARD SPECIFICATIONS—Continued 


Group 


Chaplain 


Chemist and 


Physicist 


Bacteriologist—| 2 | Bacteriologist 
Cont’d 


Professional Service—Continued 


Salary 


Gr. Title . Range Rates 


$2280-3180 | $2280 
(Full time) 2460 


2700 

2940 

3180 

1980-2820 1980 
(Not less 2160 
than 28hrs. 2340 

a week) 2580 

2820 


See note on 
page 46 


5100andup| 5100 

(No recom-| 5520 
mendation 5940 
above 

$5940) 

1 | Chaplain 900 with or 

without 
mainte- 
nance (full 
time) 
480 with- 
out main- 
tenance 
(Not less 
than 1 day 
a week) 


3 | Senior Bacteriologist 


4 | Director of Health 
Laboratories 


Assistant to Chaplain} 600 
in institutions or 
group of institutions 
1 | Junior Chemist 1020-1380 1020 
Junior Physicist 1140 
Monthly 1260 
rate: $100 1380 


1500-2100 1500 
(Full time) 1620 


2 | Assistant Chemist 
Assistant Chemist 


(Food and Drugs) 1740 
Assistant Physicist 1920 
2100 


1020-1380 1020 
(Not less 1140 
than 18 1260 
hours a 1380 


week) 
3 | Chemist 2280-3180 2280 
Chemist (Micro- 2460 
analyst) 2700 
Chemist 2940 
(Pharmaceutical) 3180 
Physicist 


See note on 
page 50 


4 | Senior Chemist 
Senior Physicist 


348 


DIGEST OF STANDARD SPECIFICATIONS—Continued 


Professional Service—Continued 


Salary 
Group Gr. Title Range 


Chemist and 5 | Director (CentralTest-|$5100and up 
Physicist— ing Laboratory) (No recom- 
Cont’d mendation 


above 
$5940) 


Dentist 1 | Dental! Interne 120-240 
with main- 
tenance 


2 | Dentist 900-1380 
with main- 
tenance 
for full 
time ser- 
vice 


1020-13880 
without 
mainte- 
nance( Not 
less than 
18 hours a 
week) 


1140-1500 
without 
mainte- 
nance(Not 
less than 
24 hours a 
week) 


3 | Supervising Dentist 1500-1740 
with main- 
tenance 
for full 
time ser- 
vice 


1500-1740 
without 
mainte- 
nance 
(Not less 
than 18 
hours a 
week) 


Engineer 1 | Engineering Assistant| 1020-1380 


2 | Junior Engineer 1500-2100 
Junior Engineer(Civil) 
Junior Engineer 
(Electrical) 
Junior Engineer 
(Mechanical) 
Junior Engineer 
(Sanitary) 


Rates 


$5100 


5520 
5940 


120 


240 


900 
1020 
1140 
1260 
1380 


1020 
1140 
1260 
1380 


1140 
1260 
1380 
1500 


1500 
1620 
1740 


1500 
1620 


1740 


1020 


1140 
1260 
1380 


1500 
1620 
1740 
1920 
2100 


349 


DIGEST OF STANDARD SPECIFICATIONS—Continued 


Engineer— 
Cont’d 


Forester 


Lawyer 


Professional Service—Continued 


Salary 
Title Range 


3 | Assistant Engineer |$2280-3180 


Assistant Engineer 
(Civil) 

Assistant Engineer 
(Electrical) 

Assistant Engineer 
(Mechanical) 

Assistant Engineer 
(Power Plant Super- 
vision) 

Assistant Engineer 
(Sanitary) 


Senior Assistant 3420-4560 
Engineer 
Senior Assistant 
Engineer (Civil) 
Senior Assistant Engi- 
neer (Electrical) 
Senior Assistant Engi- 
neer (Mechanical) 
Senior Assistant Engi- 
neer (Sanitary) 


Engineer 4860-5700 
Engineer (Civil) 
Engineer (Electrical) 


Engineer 
(Mechanical) 
Engineer (Sanitary) 
Chief Engineer 6120 and up 
Consulting Engineer |(No recom- 
mendation 
above 
$10200) 
Per diem: 
$25 and up 
Forester 2100 and up 
(No recom- 
mendation 
above$2700) 


Junior Law Assistant | 1020-1380 


Junior Assistant Cor-| 1500-2280 
poration Counsel 
Junior Legal Examiner 


Rates 


$2280 


2460 
2700 
2940 
3180 


3420 
3660 
3960 
4260 
4560 


4860 
5280 
5700 


6120 
6600 
7200 
7800 
8400 
9000 
9600 
102C0 


2100 
2280 
2460 
2700 


1020 


1140 
1260 
1380 


1500 
1620 
1740 
1920 
2100 
2280 


350 


DIGEST OF STANDARD SPECIFICATIONS—Continued 


Professional Service—Continued 


. Salary 

Group Gr. Title Range Rates 
Lawyer— 3 | Deputy Assistant |$2520-4680 | $2520 
Cont’d Corporation Counsel 2760 
Legal Examiner 3000 
3240 
3480 
3780 
4080 
4380 
4680 
4 | Assistant Corporation| 5100andup| 95100 
Counsel 5520 
Chief Legal Examiner | (No recom- 5940 
Senior Legal mendation 6600 
Examiner above 7200 
$10200} 7800 
8400 
9000 
9600 
10200 
Nurse 1 | Nurse? 600-720 600 
with main- 660 
tenance 720 

Per diem: 

$3.50 

Field Nurse 960-1140 960 
1020 
1080 
1140 
2 | Chief Nurse? 780-1200 780 
with main- 840 
tenance 900 
960 
1020 
1080 
1140 
1200 
Senior Field Nurse 1200-1440 1200 
1260 
1320 
1380 
1440 
3 | Assistant Superintend-| 1320-1560 1320 
ent of Nurses with main- 1440 
tenance 1560 


1A special range of $660 to $720, inclusive, may be paid for 
continuous service in tuberculosis, psychopathic or alcoholic hos- 
pitals or wards. 

*Chief nurses engaged in instruction of pupil nurses or in 
charge of nurses in operating room may be paid $900 to $1200, 
inclusive. 

A special range of $840 to $1200, inclusive, may be paid for 
continuous service in tuberculosis, psychopathic or alcoholic hos- 
pitals or wards, or in night supervision. 


351 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Professional Service—Continued 


Salary 
Group Gr; Title Range Rates 


Nurse—Cont’d Assistant Director of|$1560—-1680 $1560 


Field Nurses 1680 

4 | Superintendent of| 1680-1980 1680 
Nurses with main- 1800 
tenance 1980 

Director of Field| 1800-2160 1800 
Nurses 1980 

: 2160 

5 | General Superintend-| 2160-38060 2160 
ent of Nurses with main- 2340 
tenance 2580 

2820 

3060 

Pathologist 1 | Assistant Pathologist | 1740-2100 1740 
1920 

2100 

2 | Pathologist 2280-3180 2280 
(Full time) 2460 

2700 

2940 

3180 


1500-1920 1500 
(Not less 1620 
than 18 1740 
hours a 1920 
week) 


3 | Senior Pathologist 3420-4560 3420 


4 | Director of Patholog-| 5100 and up 5100 
ical Laboratories (No re-| 56520 
commend- 5940 

ation above 


$5940) 
Pharmacist 1 | Assistant Pharmacist | 600-840 600 
with 720 
mainte- 840 
nance 
900-1140 900 
without 1020 
mainte- 1140 
nance 
2 | Pharmacist 960-1200 960 
with 1080 
mainte- 1200 


nance 


Joe 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Professional Service—Continued 


Salary 
Group Gr. Title Range Rates 
Pharmacist— $1260-1500 | $1260 
Cont’d without 1380 
mainte- 1500 
nance 
3 | Head Pharmacist 1620-2460 1620 
1740 
1920 
2100 
2280 
2460 
Physician 1 | Medical Interne! 120-240 120 
240 
2 | Assistant Physician 900-1380 900 
(Hospital) with main- 1020 
tenance 1140 
1260 
1380 
Assistant Physician| 1260-1380 1260 
(Hospital) in exclu-| with main- 1380 
sive tuberculosis or| tenance 
contagious disease 
work or in institu- 
tions of Dept. of 
Correction 
Assistant Physician 1140-1500 1140 
(Medical Clerk) 1260 
1380 
1500 
3 | Physician 1500-2280 1500 
(Anaesthetist) with main- 1620 
Physician (Field)? tenance in 1740 
Physician (Hospital)? | hospital or 1920 
Physician institutional 2100 
(Laryngologist) service 2280 
Physician (Oculist) (Full time) 
Physician 2100-2760 2100 
(Roentgenologist) |. without 2280 
maintenance 2520 
(Full time) 2760 
1380-1500 1380 
(Not less 1500 
than 24 hrs. 
a week) 
1140-1380 1140 
(Not less 1260 
than 18 hrs. 1380 
& week) 


Additional compensation of $10 per month may be paid to 
Medical Internes engaged exclusively in tuberculosis work. 

* For not less than 6 nor more than 12 hours a week in the Dept. 
of Education, a range of $480 to $720 may be paid. 
_ * The first assistant to a resident physician in charge of a hospital 
in the Dept. of Health may be paid a range of $1740 to $2280. 


353 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Professional Service—Continued 


Group Gr. 


Physician (Diagnos- 


Physician— 
Cont’d 


tician) 


Physician (Supervis- 


ing District) 


Physician (Clinic) 


Physician (Alienist) 


Senior Physician 
(Alienist) 

Senior Physician 
(Field) 

Senior Physician 
(Orthopedist) 

Assistant Medical 
Superintendent 


Senior Physician 
(Assistant 
- Registrar) 


Chief Physician 
(Alienist) 

Chief Physician 
(Diagnostician) 

Chief Physician 
(Field) 


Medical Consultant 
(Law Department) 


Salary 
Range 


2280-2760 


with main- 
tenance 
(Full time) 


1260-1500 

(Not less 
than 18 
hrs. a 
week) 


300-660 

(Not less 
than 8 hrs. 
a week) 


1920-2280 
with main- 
tenance 


(Full time) 


2520-2760 

without 
mainte- 
nance 


(Full time) 
2520-3480 


with main- 
tenance 
(Full time) 


3000-3480 

without 
mainte- 
nance 

(Full time) 


1620-2100 

(Not less 
than 18 
hrs. a 
week) 


2520-3000 


3780-4680 

with main- 
tenance in 
‘hospital or 
institu- 
tional 
service 

(Full time) 


2280-2700 
(Not less 


Medical Superintend-| than 18 hrs. 


ent 


a week) 


Rates 


$2280 
2520 
2760 


1260 
1380 
1500 


300 
420 
540 
660 


1920 
2100 
2280 


2520 
2760 


2520 
2760 
3000 
3240 
3480 


3000 
3240 
3480 


1620 
1740 
1920 
2100 


2520 
2760 
3000 


3780 
4080 
4380 
4680 


2280 
2460 
2700 


354 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Professional Service—Continued | 


Group Gr. Title 


6 | Chief Medical 
Examiner 
Director of Psycho- 
pathic Service 
General Medical 
Superintendent 
Health Director 


Physician— 
Cont’d 


1 | Veterinarian 


Veterinarian 


2 | Supervising 
Veterinarian 


Salary 
Range 


$5100 andup 


with main- 


tenance in 
hospital or 
institu- 
tional 
service 
(No recom- 
mendation 
above 


$5940) 


1800-2340 


(Full time) 


1500-1740 

(Not less 
than 28 
hrs. a 
week) 


1200-1440 

(Not less 
than 18 
hrs. a 
week) 


2580-3300 
(Full time) 


1800-2340 

(Not less 
than 21 
hrs. a 
week) 


Sub-Professional Service 


Group Gr. “Title 


Apprentice 


Pharmacist cist 


Dental 1 
Assistant 


Dental Assistant 


1 | Apprentice Pharma- 


Salary 
Range 


$360-480 


with main- 


tenance 


600-720 
without 
mainte- 
nance 


Rates 


$5100 


5520 
5940 


1800 


1980 
2160 
2340 


1500 
1620 
1740 


1200 
1320 
1440 


2580 
2820 
3060 
3300 


1800 
1980 
2160 
2340 


Rates 


$360 


420 
480 


355 
DIGEST OF STANDARD SPECIFICATIONS—Continued 
Sub-Professional Service—Continued 


Salary 
Group Gr; Title Range Rates 
Draftsman 1 | Junior Draftsman $900—1200 $900 
960 
1020 
1080 
1140 
1200 
2 | Draftsman 1320-1800 1320 
Plan Examiner 1440 
1560 
1680 
1800 
Instrumentman| 1 | Junior Instrument- 900-1200 900 
man 960 
1020 
1080 
1140 
1200 
2 | Instrumentman 1320-1800 1320 
1440 
1560 
1680 
1800° 
Laboratory 1 |Laboratory 360-600 | 360 
Assistant Apprentice 480 
600 
2 | Laboratory Assistant | 720-1200 720 
(Bacteriology) 840 
Laboratory Assistant 960 
(Chemistry) 1080 
Laboratory Assistant 1200 
(Pathology) 
Laboratory Assistant 
(Physics) 
Law Clerk 1 | Junior Law Clerk 900-1200 ta 
, 96 
1020 
1080 
1140 
1200 
2 | Law Clerk 1320-1800 1320 
1440 
1560 
1680 
1800 
3 | Senior Law Clerk 1980-2820 1980 
2160 
2340 
2580 
2820 
4 | Assistant Chief Law | 3060-4140 3060 
Clerk 3300 
Assistant Managing 3540 
Clerk (Law Dept.) 3840 


356 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Sub-Professional Service—Continued 


Salary 
Group Gr. Title Range Rates 
Law Clerk— 5 | Managing Clerk $4440-5160 $4440 
Cont’d . (Law Dept.) 4740 
5160 
Pupil Nurse 1 | Pupil Nurse: 96 with 96 

Bellevue & Allied mainte- 

Hospitals nance 
Dept. of Public 120-180 120 
Charities with main- 144 
tenance 180 
Title-Examiner | 1 | Junior Title Examiner| 960-1320 960 
1080 
1200 
1320 
2 | Title Examiner 1440-1980 1440 
1560 
1680 
1800 
1980 
3 | Senior Title Examiner] 2160-3060 2160 
2340 
2580 
2820 
3060 
Miscellaneous 1 | Psychologist 1500-1920 1500 
Sub-Profes- (Full time) 1620 
sional Worker 1740 
1920 
900-1260 900 
(Not less 1020 
than21Lhrs. 1140 
a week) 1260 

Investigational Service 

Salary 
Group Gr. Title Range Rates 
Attendance 1 | Attendance Officer $1200-1560 $1200 
Officer ; 1260 
1320 
1380 
1440 
1500 
1560 
2 | Senior Attendance 1680-2160 1680 
Officer 1800 
1980 
2160 


or pana eee eet led 


g3/ 


DIGEST OF STANDARD SPECIFICATIONS—Continued 


Investigational Service—Continued 


Salary 
Group Gr. Title Range Rates 
Attendance 3 | Assistant Chief At-|$2340-2820 $2340 
Officer— tendance Officer 2580 
Cont’d 2820 
4 | Chief Attendance 3060-3540 3060 
Officer 3300 
3540 
5 | Assistant Director of| 3840-4140 3840 
School Attendance 4140 
6 | Director of School| 4440-5160 4440 
Attendance 4740 
: 5160 
Civil Service 1 | Physical Examiner| 1680-2160 1680 
Examiner (Civil Service) 1800 
1980 
2160 
Civil Service 2100-2700 2100 
Examiner 2280 


Per diem: 2460 
$5 or $7 2700 


2|Senior Civil Service; 2940-3420 2940 


Examiner 3180 
Senior Civil Service 3420 
Examiner (Engi- 
neering) 
Per diem: 
$10 


Senior Civil Service} 2940-3420 2940 
Examiner (Medical) | (Full time) 3180 
3420 


2100-2460 2100 
(Not less 2280 
than 18 hrs. 2460 


_ a week) 
Per diem: 
$10 

3 | Assistant Chief Civil} 3660-4260 3660 
Service Examiner 3960 
4260 
Supervising Civil Ser-| 3660-4260 3660 
vice Examiner ~ (Full time) 3960 
(Medical) 4260 


2700-3180 2700 
(Not less 2940 

than 18 hrs. 3180 
a week) 


4 |Chief Civil Service} 4560-4860 4560 
Examiner 4860 


358 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Investigational Service—Continued 


Salary 
Group Gr. Title Range Rates 


Civil Service 1 | Civil Service Investi-|$1500-—1740 $1500 
Investigator gator 1560 


2 | Supervising Civil Ser-| 2400-38120 2400 
vice Investigator 2640 


— | 


Claim Claim Investigator 1080-1500 1080 
Investigator 1140 


pa 


2 | Senior Claim 1620-2280 1620 
Investigator 1740 


3 | Chief Claim 2520-3000 2520 
Investigator 2760 


Fire Marshal 1 | Assistant Fire 1500-1740 1500 
Marshal 1560 


bo 


Senior Assistant Fire} 1920-2280 1920 
Marshal x 2100 
3 | Fire Marshal 2520-3000 2520 


4 | Chief Fire Marshal | 3600-4800 3600 


Municipal 1 | Assistant Municipal | 1200-1800 1200 
Examiner Examiner 1320 
Assistant Municipal 1440 

Examiner (Special) 1560 

1680 

1800 


2 | Municipal Examiner | 1980-2820 1980 
Municipal Examiner 2160 
(Special) 2340 
2580 

2820 


ae 


359 


DIGEST OF STANDARD SPECIFICATIONS—Continued 


Investigational Service—Continued 


Salary 
Group Gr. Title Range Rates 
Municipal 3 | Senior Municipal $3060-3840 | $3060 
Examiner— Examiner 3300 
Cont’d Senior Municipal 3040 
Examiner (Special) 3840 
4 | Chief Municipal 4140-4740 4140 
Examiner (Full time) 4440 
4740: 
Chief Municipal 2400-2880 2400 
Examiner (Pensions) |(Not less 2640 
Chief Municipal than 18hrs. 2880 
Examiner (Personal| a week) 
Service) Per diem: 
Chief Municipal $15 
Examiner (Special) 
5 | Director (Bureau of {6000and up! 
Personal Service) (Full time) 
Director (Bureau of | 3000 and up 
Contract Super- (Not less 
vision) than 18hrs. 
Supervising Statis- a week) 
tician and Per diem: 
Examiner $20 or $25 
Probation 1 | Probation Officer 1200-1560 1200 
Officer Parole Officer 1260 
1320 
1380 
_ 1440 
1500 
1560 
2 | Senior Probation 1680-2160 1680 
Officer 1800 
Senior Parole Officer 1980 
2160 
3 | Deputy Chief Proba- | 2340-2820 2340 
tion Officer 2580 
2820 
4 | Chief Probation 3060-4140 3060 
Officer 3300 
Chief Parole Officer 3540 
. 3840 
4140 
Social 1 | Charity Application 600-900 600 
Investigator Investigator 660 
720 
780 
840 
900 


1 See note on page 115. 


360 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Investigational Service—Continued 


OE eee ee eee eee 


Social 2 | Social Investigator /|$1080-1380 | $1080 
Investigator— 1140 
Cont’d 1200 


In charge of 
district 
office: 
3 | Senior Social Investi-| 1500-1740 1500 
gator 1620 
In chargeof| 1740 
a division 
of domestic 
relations: 


1740-2100 1740 


Senior Social Investi-| 1500-1920 1500 
gator (Institutions) 1620 


4 | Chief Social 2280-2940 2280 
Investigator 2460 


5 | Director of Social 3900-4500 3900 
Investigation | = 4200 


—————— es 


Statistician 1 | Junior Statistician 1200-1800 1200 
Junior Actuary 1320 


2 | Assistant Statistician | 1980-2820 1980 
Assistant Actuary 2160 


3 | Statistician 3060-3840 3060 
Actuary 3300 


4 | Chief Statistician | 4140-4740 4140 

Chief Actuary 4440 

(Pensions) 4740 

Tax Officer and} 1 | Deputy Tax 2400-3600 2400 
Appraiser Commissioner 2640 


gor 


361 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Investigational Service—Continued 


: Salary 
Group Gr. Title Range Rates 


eee 


Tax Officer and| 2 | Senior Deputy Tax [$3900-4200 | $3900 
Appraiser— Commissioner 4200 
Cont’d (Borough Chief) 

Senior Deputy Tax 
Commissioner (Real 
Estate of Corpora- 
tions) 

Senior Deputy Tax 
Commissioner (Per- 
sonal Estate of 
Borough) 

Senior Deputy Tax 
Commissioner (Per- 
sonal Estate of Cor- 


porations) 
3 | Assistant Chief 4200-4500 4200 
Deputy Tax Commis- 4500 


sioner (Real Estate) 


4 | Chief Deputy Tax 4800-7200 4800 


Commissioner 5220 
(Real Estate) 5640 
Chief Appraiser § 6060 
(Real Estate) 6600 
7200 
Miscellaneous 1 | Examiner of Per diem: 
Investigator Plumbers $5 


2 | Superintendent (Pub- | 3000-3480 | 3000 


lic Employment 3240 

Bureau) 3480 
Examiner (Fire Pre- | Per diem: 

vention) $10 


Educational Service 


Salary 
Group Gr. Title Range Rates 
Industrial 1 | Assistant Industrial $480—600 $480 
Instructor Instructor with main- 540 
tenance 600 
720-840 720 
without 780 
mainte- 840 


nance 


362 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Educational Service—Continued 


Salary 
Group Gr. Title Range Rates 
Industrial 2 | Industrial Instructor] $900—-1500 $900 
Instructor— (Farming) with or 960 
Cont’d Industrial Instructor without 1020 
(Handicrafts) mainte- 1080 
Industrial Instructor} nance 1140 
(Trades) 1200 
1260 
1320 
1380 
F 1440 
1500 
3 | Superintendent of In-| 2460-3660 2460 
dustries 2700 
2940 
3180 
3420 
3660 
Recreation 1 | Farm Garden Instruc-| 900-1080 900 
Instructor tor 960 
Recreation Instructor | Per diem: 1020 
Recreation Instructor $3 1080 
(Athletics) 
Recreation Instructor 
(Swimming) 


2| Head Farm Garden 1200-1440 1200 


Instructor 1320 
Head Recreation Per diem: 1440 
Instructor $4 
3 | Assistant Supervisor] 1560-1800 1560 
of Recreation 1680 
Supervisor of Farm 1800 
Gardens 


Supervisor (Volunteer 
Life Saving Corps) 
Manhattan: 
4 | Supervisor of Recrea-|} 2340-3300 2340 
tion 2580 


Brooklyn: 
1980-2580 1980 


—_—__., 5 


Miscellaneous 1 | Institutional Instruc-} 900-1200 900 
Instructor tor (Band Music) 960 


2 | Supervisor of Train-| 1620-2100 1620 
ing (Randall’s) ° with or 1740 
Island) without 1920 

mainte- 2100 
nance 


363 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Clerical Service 


Salary 
Group car, Title Range Rates 
Bookkeeper 1 | Junior Bookkeeper $840-1200 $840 
960 
LO80 
1200 
2 | Bookkeeper 1320-1800 1320 
1440 
1560 
1680 
1800 
3 | Senior Bookkeeper 1980-2820 1980 
2160 
2340 
2580 
2820 
Clerk 1 | Junior Clerk 360-540 360 
420 
480 
540 
2A] Assistant Clerk A 600-720 600 
660 
720 
2B} Assistant Clerk B 840-1200 840 
960 
1080 
1200 
Assistant Clerk 720-960 720 
(Multigraph Opera- 840 
tor) 960 
Assistant Clerk 
(Tabulating Machine 
Operator) 

3 | Clerk 1320-1800 1320 
Clerk (Bertillon) 1440 
Clerk (Computer) 1560 
Clerk (Finger Print) 1680 

1800 

4 | Senior Clerk 1980-2580 1980 

Senior Clerk (Finger 2160 
Print) 2340 

| 2580 

Senior Clerk 1980-2340 1980 
(Computer) 2160 

‘ 2340 

5 | Chief Clerk 2820-3540 2820 
Executive Clerk 3060 

3300 


364 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Clerical Service—Continued 


Salary 
Group Gr. Title Range Rates 


Court Clerk 1 | Assistant Court Clerk $1800-2340 $1800 


1980 
2160 
2340 
2 | Court Clerk 2340-3300 2340 
2580 
2820 
3060 
3300 
3 | Deputy Chief Court! In Magis- 3540 
Clerk trates’ 3840 
Court: 4140 
3040-4140 
In Chil- 3540 
dren’s 3840 
Court: 
3540-3840 
4 | Chief Court Clerk 4140-5160 4140 
4440 
4740 
5160 
Librarian 1 3 | Departmental 1020-1260 1020 
Librarian 1080 
1140 
1200 
1260 
5 | Court Librarian 1980-2820 1980 
Law Librarian 2160 
2340 
2580 
2820 
Interpreter 1 | Interpreter 1080-1260 1080 
1140 
1200 
1260 
Court Interpreter City Magis- 
trates’ 
Courts, 
Municipal 
Courts, or 
Court of 
Special 
Sessions: 
1380-2100 1380 
1500 
1620 
1740 
1920 
2100 
City Court: 
1500—2280 1500 
1620 
Temporary 1740 
service: 1920 
$5 per diem 2100 
2280 


1 See note on page 150. 


365 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Clerical Service—Continued 


Salary 
Group Gr. Title Range Rates 
s Messenger 1 | Messenger! $840-1200 $840 
Process Server? 900 
960 
1020 
1080 
1140 
1200 
Private 1 | Private Secretary 1800-2160 1800 
Secretary . 1980 
2160 
2.| Senior Private Secre-| 2340-3540 2340 
tary 2580 
2820 
3060 
3300 
3540 
3 |Executive Private Sec-| 3840-6000 3480 
retary 4140 
4440 
4740 
5160 
5580 
6000 
Purchasing 1 | Purchasing Agent 2100-2940 2100 
Agent Purchasing Agent and 2280 
Assistant Supervisor 2460 
(City Record) 2700 
2940 
Purchasing Agent 1800-2160 1800 
(Bookbinding Sup- 1980 
plies) 2160 
Purchasing Agent 2100-2700 2100 
(Printing Supplies) 2280 
Purchasing Agent 2460 
(Stationery Sup- 2700 
plies) 
2 | Assistant Director of| 3660-4260 3660 
Central Purchase 3960 
4260 
Purchasing Agent 3180-3960 3180 
and Assistant Super- 3420 
° intendent of School 3660 
Supplies (Education) 3960 
3 | Chief Purchasing 4560-5280 4560 
Agent and Super- 4860 
visor (City Record) 5280 


1$300 additional may be paid for service as Messenger to mem- 
bers of Board of Estimate and Apportionment. 

2Process Servers temporarily employed shall be paid $1.15 for 
each paper actually served. 


366 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Clerical Service—Continued 


Salary 

Group Gr. Title Range Rates 
Purchasing Chief Purchasing $6 120-7200 $6120 
Agent— Agent and Superin- 6600 
Cont’d tendent of School 7200 

Supplies (Education) 
Director of Central! 4860-5700 4860 
Purchase 5280 
5700 
Superintendent of 4560 4560 

Purchase and Main- 

tenance (Fire) 

Revenue 1 | Ticket Seller 313 days: 960 
Officer 960-1200 1020 
Per diem: 1080 
$3 .25 1140 
1200 
2 | Cashier 1320-1800 1320 
1440 
1560 
1680 
1800 


3 | Deputy Superintend-| 1980-2160 1980 
ent of Markets 2160 
Deputy Collector of 
City Revenue 
Senior Cashier 


4 | Chief Stock and Bond| 2340-4140 2340 


Clerk 2580 
City Paymaster 2820 
Collector of City Rev- 3060 

enue and Superin- 3300 

tendent of Markets 3540 
Deputy Collector of 3840 

Assessments and Ar- 4140 


rears 
Deputy Receiver of 
Taxes 
Pension Officer 


5 | Collector of Assess-} 4440-5160 4440 
ments and Arrears 4740 
Receiver of Taxes 5160 


Stenographer 1 | Junior Stenographer | Men: 
Junior Stenotypist 840-900 840 
900 


Women: : 
720-900 720 

; 780 

840 

900 


2 | Stenographer 960-1200 960 
Stenotypist 1020 
1080 

1140 

1200 


DIGEST OF 


Group 


367 


STANDARD SPECIFICATIONS—Continued 
Clerical Service—Continued 


Salary 
Gr. Title Range Rates 


Stenographer— 
Cont’d 


Telephone 
Operator 


Typist 


Miscellaneous 


Clerk 


3 | Senior Stenographer |$1320-1680 $1320 
Senior Stenotypist 1440 
1560 

1680 


Senior Stenographer | 1320-1980 1320 
or Senior Stenotypist 1440 
supervising _steno- 1560 
graphic bureau or 1680 
doing important re- 1800 
porting work 1980 


4 | Court Stenographer 2160-3060 2160 


1 | Telephone Operator | Men: 660 
660-1026 720 


Women: 


600-1020 600 


1 | Junior Typist Men: 720 
720-780 780 


Women: 600 
600-780 660 


Junior Typist 720-780 720 
(Dictaphone) 780 


2, | Typist 840-1020 840 


Typist (Dictaphone) 840-900 840 


3 | Senior Typist 1140-1380 1140 
Senior Typist (Com- 1260 


puting) 1380 


—— |__| Es—st"tn - 


4 | Editor (City Record) | 2100-2940 2100 


368 


DIGEST OF STANDARD SPECIFICATIONS—Continued 


Inspectional Service 


Inspector of 1 | Building Inspector |$1200-1500 | $1200 


Buildings Building Inspector 1260 
(Elevators) 1320 
Building Inspector 1380 
(Fire Prevention) 1440 
Building Inspector 1500 
(Heating) 


Building Inspector 
(Iron and Steel) 
Building Inspector 

(Piers) 
Building Inspector 
(Plastering) 
Building Inspector 
(Plumbing and 


Sanitation) 
Building Inspector 
(Tenements) 
2 | Senior Building 1620-1920 1620 
Inspector 1740 
Senior Building In- 1920 


spector (Elevators) 

Senior Building In- 
spector (Fire Pre- 
vention) 

Senior Building In- 
spector (Iron and 
Steel) 

Senior Building In- . 
spector (Plumbing 
and Sanitation) 

Senior Building In- 
spector (Tenements) 


3 | Assistant Chief Build-| 2100-2940 2100 


ing Inspector (Bu- 2280 
reau of Buildings, 2460 
The Bronx or 2700 
Brooklyn) 2940 


Assistant Superin- 
tendent (Bureau of 
Buildings, Queens or 


Richmond) 
Chief Building Inspec- 
tor (Bureau of Build- 
ings, Queens or Rich- 
mond) 
Chief Building Inspec- 
tor (Tenements) 
Manhattan, 
The Bronx 
and Rich- 
mond: 
Chief Building Inspec-| 2100-2700 2100 
tor (Fire Prevention) 2280 
2460 
2700 
Brooklyn 
and Queens: 
2100 2100 


369 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Inspectional Service—Continued 


Salary 
Group Gr Title Range Rates 


Inspector of 4 | Assistant Superin- $3180-4260 | $3180 


Buildings— tendent (Bureau of 3420 
Cont’d Buildings; Manhat- 3660 
tan; The Bronx or 3960 
Brooklyn) 4260 

Chief Building Inspec- 

tor (Bureau of Build- 


ings, Manhattan, 
The Bronx or 
Brooklyn) 
Superintendent (Bu- 
reau of Buildings, 


Queensor Richmond) 

Assistant Chief 3180-8660 3180 
(Bureau of Fire 3420 
Prevention) 3660 

5 | Superintendent (Bu- | 4560-6120 4560 
reau of Buildings, 4860 
Manhattan, The 5280 
Bronx or Brooklyn) 5700 
6120 

Chief (Bureau of Fire] 4560-5280 4560 

Prevention) 4860 
5280 

6 | Chairman (Board of | 7200-8400 7200 
Standards and 7800 
Appeals) 8400 

Member (Board of 10 per 
Standards and service 
Appeals) 

Inspector of 1 | Inspector of Combus-| 1200-1500 1200 
Combustibles tibles 1260 
and Blasting Inspector of Blasting 1320 

1380 

1440 

1500 

2|Senior Inspector of} 1620-1920 1620 
Combustibles 1740 

Senior Inspector of 1920 
Blasting 


3 | Chief Inspector of} Manhattan, 
- Combustibles and The Bronx 


Blasting and Feu 
mond: 
4 24€0-3420 2460 
2700 
2940 
3180 
3420 
Brooklyn 
and 
Queens: 
2100-2460 2100 
2280 


2460 


370 


DIGEST OF STANDARD SPECIFICATIONS—Continued 


Group 


Inspector of 
Electricity 


Health Inspec-| 1 


tor 


_ | EO 


Inspector of 


Licenses’ 


Title 


Inspector of 
Electricity 


Senior Inspector of 
Electricity 


Chief Inspector of 
Electricity 


Health Inspector 

Health Inspector 
(Drugs) 

Health Inspector 
(Food) 

Health Inspector 
(Milk) 


' Health Inspector 


(Sanitation) 


Senior Health Inspec- 
tor 

Senior Health Inspec- 
tor (Food) 

Senior Health Inspec- 
tor (Milk) 

Senior Health Inspec- 
tor (Sanitation) 


Chief Health Inspec- 
tor (Food) 

Chief Health Inspec- 
tor (Sanitation) 


Assistant Health Di- 
rector (Bureau of 
Food Inspection) 

Assistant Health Di- 
rector (Bureau of 
Sanitary Inspection) 


Health Director 
(Food Inspection) 


Inspector of Licenses 
Inspector of Licensed 
Vehicles 


Inspectional Service—Continued 


Salary 


Range 


$1200-1500 


Outage 
work: 
1200 


1620-1920 


2100-2940 


1200-1500 


1620-1920 


2100-2700 


2940-3420 


5100-5940 


1200-1500 


Rates 


$1200 
1260 
1320 
1380 
1440 
1500 


1620 
1740 
1920 


2100 
2280 
2460 
2700 
2940 


1200 


1260 
1320 
1380 
1440 
1500 


1620 
1740 
1920 


371 
DIGEST OF STANDARD SPECIFICATIONS—Continued 


Inspectional Service—Continued 


Salary 
Group Gr. Title Range Rates 


Inspector of 2 | Senior Inspector of |$1620-1920 | $1620 


¥ Licenses— Licenses 1740 
Cont’d 1920 
3 | Chief Inspector of 2100-2700 2100 
Licenses 2280 
2460 
2700 
Chief Inspector of 2280-3180 2280 
Licensed Vehicles 2460 
2700 
2940 
3180 
Inspector of 1 | Inspector of Meters 1020-1200 1020 
Meters 1080 
1140 
1200 
2 | Senior Inspector of 1320-1560 1320 
Meters 1440 
1560 
3 | Chief Inspector of 1680-2340 1680 
Meters 1800 
1980 
2160 
2340 
Inspector of 1 | Inspector of Public | 1200-1500. 1200 
Public Works Works (on con- 1260 
Inspector of Public struction 1320 
Works (Dredging) work) 1380 
Inspector of Public 1440 
Works (Highways) | Per diem: 1500 
Inspector of Public $4.50 


Works (Sewers) 
Inspector of Public | Per month: 
Works(WaterMains) $100 


1200-1380 1200 
(On routine 1260 


or patrol 1320 
work) 1380 
_2 | Senior Inspector of 1620-1920 1620 
~ Public Works 1740 
Senior Inspector of 1920 
Public Works 
(Highways) 


Senior Inspector of 
Public Works 
(Sewers) 

Senior Inspector of 
Public Works (Shop 
and Foundry). 

Senior Inspector of 
Public Works 
(Water Mains) 


372 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Inspectional Service—Continued 


Salary 
Group Gr. Title Range Rates 
Inspector of 3 | Superintendent of $2100-3180 | $2100 
Public Works Public Works 2280 
—Cont’d Superintendent of 2460 
Public Works 2700 
(Asphalt Plant) 2940 
3180 
Inspector of 1 | Inspector of Supplies | 1200-1500 1200 
Supplies Inspector of Supplies 1260 
(Egg Candler) 1320 
1380 
1440 
1500 
2 | Senior Inspector of 1620-1920 1620 
Supplies 1740 
1920 
3 | Chief Inspector of 2100-3660 2100 
Repairs and Supplies 2280 
2460 
2700 
2940 
3180 
3420 
3660 
Watershed 1 | Watershed Inspector | 900-1020 900 
Inspector 960 
1020 
2 | Senior Watershed 1140-1500 1140 
Inspector 1260 
1380 
1500 
Inspector of 1 | Inspector of Weights | 1200-1500 1200 
Weights and and Measures 1260 
Measures 1320 
1380 
1440 
1500 
2 | Senior Inspector of 1620-1920 .1620 
Weights and Meas- 1740 
ures 1920 
Senior Inspector of 1920-2460 1920 
Weights and Meas- 2100 
ures (Mechanical) 2280 
2460 
Miscellaneous 1 | Inspector of Boiler} 1200-1500 1200 
Inspector and Pipe Covering! 1260 
Inspector of Boilers 1320 
1380 
1440 
1500 
Inspector of Gas 1200-1260 1200 
1260 


0es——ooaowoaoDoooaoaooeeee eee” eo 
1See note on page 203. 


DIGEST OF 


Group 


Animal Keeper 


Bridgetender 


Caretaker 


373 


STANDARD SPECIFICATIONS—Continued 
Custodial Service 


Salary 

Gr Title Range Rates 
1 | Animal Keeper $900-1080 $900 
Aquarium Attendant 960 
1020 
1080 
2 | Head Animal Keeper | 1140-1380 1140 
Head Aquarium At- 1200 
tendant 1260 
1320 
1380 
3 | Menagerie 1800-2580 1800 
Superintendent 1980 
Aquarist 2160 
2340 
2580 

313 days: 
1 | Bridgetender 876-984 ae 
2 
Per diem: 948 
$2.75 984 
2 | Head Bridgetender 1020-1200 1020 
1080 
1140 
1200 
1 | Caretaker Men: 840 
Assistant Custodian (313 days) 876 
840-984 912 
Per diem: 948 
$2.75 984 
Women: 660 
(313 days) 696 
660-840 732 
Per diem: 768 
$2.25 804 
840 
2 | Head Caretaker 1020-1200 1020 
Custodian 1080 
1140 
1200 
3 | Janitor 1320-1800 1320 
Supervisor of Care- 1440 
takers 1560 
1680 
1800 

Janitor-Engineman No recom- 

mendation! 


4 | Assistant Chief Super-| No recom- 
visor of Janitors mendation! 
Senior Janitor- 
Engineman 


1See note on page 211. 


374 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Custodial Service—Continued | 


Salary 
Group Gr. Title Range Rates 
Caretaker— 5 | Assistant Superintend-|$2820-3540 | $2820 
Cont’d ent of Public Build- 3060 
ings and Offices 3300 
(Manhattan) 3540 
Chief Supervisor of 
Janitors 
Superintendent of 
Public Buildings and 
Offices (Queens or 
Richmond) 
6 | Superintendent of 3840-5160 3840 
Public Buildings and 4140 
Offices (Manhattan, 4440 
Brooklyn, or The 4740 
Bronx) 5160 
Court and Leg-| 1 | Court Attendant 1080-1380 1080 
islative At- 1140 
tendant 1200 
1260 
1320 
1380 
Assistant Sergeant-at-| 1020-1200 1020 
Arms 1080 
1140 
1200 
2 | Sergeant-at-Arms 1320-1440 1320 
1440 
Dockmaster 1 | Dockmaster 1800-2160 1800 
1980 
2160 
2 | Superintendent of 3000-3780 3000 
Docks 3240 
3480 
3780 
Elevator 1 | Elevator Operator 313 days: 840 
Operator 840-984 876 
Per diem: - 912 
$2.75 948 
984 
2 | Elevator Starter 1020-1080 1020 
1080 
3 | Elevator Despatcher | 1140-1200 1140 
1200 
Storekeeper 1 | Stores Foreman 960-1200 960 
1020 
1080 
1140 


375 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Custodial Service—Continued 


Salary 

Group Gr. Title Range Rates 
Storekeeper— | 2 | Storekeeper $1320-1800 | $1320 
Cont’d 1440 
1560 
1680 
1800 
3 | Senior Storekeeper 1980-2580 1980 
2160 
2340 
2580 
Watchman 1 | Watchman 313 days: 792 
792-888 816 
Per diem: 840 
$2.50 864 
888 
Miscellaneous 1 | Guard 900-1200 900 
Custodian 960 
1020 
1080 
1140 
1200 

Life Guard Per diem: 

$3 
Monitor Per diem: 
$4 
Institutional Service 
Salary 

Group Gr Title Range Rates 
Geerercien, 1 | Correction Officer $960-1320 $960 
Officer 1020 
1080 
1140 
1200 
1260 
1320 
Correction Matron 720-960 720 
Police Matron 780 
840 
900 
960 
2 | Head Correction 1440-1800 1440 
Officer 1560 
1680 
1800 
Head Correction 1080-1440 1080 
Matron 1200 
1320 


376 


DIGEST OF STANDARD SPECIFICATIONS—Continued 


Institutional Service—Continued 


3 | Assistant Superintend-|$1920-2280 


Correction 
Officer— 
Cont’d 


ent of Reformatory 
Assistant Superintend- 
ent of Women 
(Correction) 
Deputy Warden 


4 | Superintendent of Re- 
formatory 
Superintendent of 
Women’s Farm 
Warden 


1 | Cook A 


Culinary 
Worker 


Cook B 


Cook C 


Butcher 


2320-3480 


360-420 
with 
maintenance 


Monthly 
compen- 
sation 
with 
maintenance 


30-35 


480-660 
with 
Maintenance 


Monthly 
compen- 
sation 
with 
maintenance 


40-55 


600-720 
with 
maintenance 


Monthly 
compen- 
sation 
with 
maintenance 
50-60 


660-840 
without 
maintenance 


$1920 
2100 
2280 


2520 
2760 
3000 
3240 
3480 


360 


390 
420 


30.00 
32.50 
35.00 


480 
510 
540 
O70 
600 
630 
660 


40.00 
42.50 
45 .00 
47.50 
50.00 
52.50 
55.00 


600 
630 
660 
-690 
720 


50.00 
52.50 
55 .00 
57.50 
60.00 


660 
690 
720 
750 
780 
810 
840 


377 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Institutional Service—Continued 


: Salary 

Group Gr. Title Range Rates 
Culinary $420-600 $420 
Worker— with 450 
Cont’d maintenance 480 
510 
540 
570 
600 


Monthly 55.00 
compen- 57.50 
sation 60.00 
without 62.50 
maintenance| 65.00 
55-70 67.50 


- Monthly 35.00 
compen- 37.50 
sation 40.00 
with 42.50 
maintenance| 45.00 
35-50 47.50 


50.00 
Baker 1080-1200 1080 
; without 1140 
maintenance 1200 
840-960 840 
with 900 
maintenance 960 
Monthly 90 
compen- 95 
sation 100 
without 
maintenance 
90-100 
Monthly 70 
compen- io 
sation 80 
with 
maintenance 
70-80 
2 | Head Cook 1020-1140 1020 
without 1050 
maintenance 1080 
1110 
1140 
780-900 780 
with main- 810 
tenance 840 
870 


378 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Institutional Service—Continued 


Salary 
Group Gr Title Range Rates 
Culinary Monthly | $85.00 
Worker— compen- 87.50 
Cont’d sation 90.00 


without 92.50 
maintenance] 95.00 


$85-95 
Monthly 65.00 
compensa- 67.50 


tion with 70.00 
maintenance| 72.50 


65-75 75.00 


Head Baker 1260-1380 1260 

without 1320 

maintenance 1380 

Monthly 105 

compensa- 110 

tion without ie 
maintenance 

105-115 

Head Butcher 900-1140 900 

without 930 

maintenance 960 

990 

1020 

1050 

1080 

1110 

1140 

660-900 660 

with main- 690 

tenance 720 

750 

780 

810 

840 

S70 

900 


Monthly 75..00 
compensa- | 77.50 
tion without} 80.00 
maintenance} 82.50 
75-95 85.00 
87.50 

90.00 

92.50 

95.00 


Monthly 55.00 
compensa- 57.50 
tion with 60.00 
maintenance} 62.50 
55-75 65.00 
67.50 

70.00 

72.50 

75.00 


379 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Institutional Service—Continued 


Group Gr. Title 


Dietitian 1 | Pupil Dietitian 


2 | Dietitian 


3 | Head Dietitian 


4 | Departmental 
Dietitian 


Helper 1 | Junior Hospital 
Helper 


2 | Hospital Helper A! 
Prison Helper A! 


Hospital Helper B! 
Prison Helper B! 
Seamstress 


1 See specifications for Helper Group. 


Salary 
Range 


$120 
with 
maintenance 


720-900 
with 
maintenance 


1020-1380 
with 
maintenance 


1800-2820 
with or 
without 

maintenance 


120-150 
with main- 
tenance 


Monthly 
compensa- 
tion with 
maintenance 


10-12. 50 
528-600 


without 
maintenance 


288-360 
with main- 
tenance 


Monthly 
compensa- 
tion without 
mainte- 
nance 


44-50 


Monthly 
compensa- 
tion with 
mainte- 
nance 


24-30 


504-576 
without 
mainte- 
nance 


Rates 


$120 


380 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Institutional Service—Continued 


Salary 
Group Gr. Title Range Rates 
Helper—Cont’d | $264-336 $264 
with main- 288 
tenance 312 
336 
Monthly 42 
compensa- 44 
tion with- 46 
out main- 48 
tenance 
42-48 
Monthly 22 
compensa- 24 
tion with 26 
mainte- 28 
nance 
22-28 
Hospital Helper C} 480-552 480 
without 504 
mainte- 528 
nance 002 
240-312 240 
with main- 264 
tenance 288 
312 
Monthly 40 
compensa- 42 
tion with- 44 
out main- 46 
tenance 
40-46 
Monthly 20 
compensa- 22 
tion with 24 
mainte- 26 
nance 
20-26 
3 | Senior Hospital 630-780 630 
Helper A! without 660 
Senior Prison mainte- 690 
Helper A! nance 720 
750 
780 
390-540 390 
with main- 420 
tenance 450 
480 
510 
540 


1 See specifications for Helper Group. 


381 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Institutional Service—Continued 


Group Gr. Title 


Helper—Cont’d 


Head Seamstress 

Senior Hospital 
Helper B! 

Senior Prison 
Helper B1 


Hospital At- 


tendant tendant 


2 | Hospital Attend- 
ant A? 


1 See specifications for Helper Group. 


1 | Pupil Hospital At- 


Salary 
Range 


Monthly 


compensa- 
tion with- 

out main- 
tenance 


$52. 50-65 


Monthly 
compensa- 
tion with 
mainte- 
nance 


32.50-45 
600-690 


without 
mainte- 
nance 


360-450 
with main- 
tenance 


Monthly 
compensa- 
tion with- 
out main- 

tenance 


50-57. 50 


Monthly 
compensa- 
tion with 
mainte- 
nance 


30-37. 50 


180 
with main- 
tenance 


600-780 
without 


maintenance 


360-540 


with main- 


tenance 


2 See specifications for Hospital Attendant Group. 


Rates 


$52.50 
595.00 
57.50 
60.00 
62.50 
65.00 


32.50 
35.00 
37.50 
40.00 
42.50 
45.00 


600 
630 
660 
690 


360 
390 
420 
450 


50.00 
52.50 
55.00 
57.50 


30.00 
32.50 
30.00 
37.50 


180 


600 
630 
660 
690 
720 
750 
780 


360 
390 
420 
450 
480 
510 
540 


382 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Institutional Service—Continued 


Salary 
Group Gr. Title Range Rates 
Hospital Monthly | $50.00 
Attendant— compensa- 52.50 
Cont’d — tion without} 55.00 


maintenance| 57.50 
$50-65 60.00 
62.50 

65.00 


Monthly 30.00 
compensa-| 932.50 
tion with 35.00 
maintenance} 37.50 
30-45 40.00 
42.50 

45.00 


Hospital Attendant 720-900 720 
B} without Tou 
maintenance 780 

810 

840 

870 

900 


480-660 480 
with 510 
maintenance 540 
570 

600 

630 

660 


Monthly 60.00 
compensa- | 62.50 
tion without} 65.00 
maintenance| 67.50 
60-75 70.00 
TaOU 

75.00 


Monthly 40.00 
compensa- | 42.50 
tion with 45.00 
maintenance| 47.50 
40-55 50.00 

D2 co 

oe0U 


Hospital Attendant 540-720 540 
C1 without 570 
maintenance 600 

630 

660 

690 

720 


300-480 300 
with 330 
maintenance 360 
390 

420 

450 

480 


1 See specifications for Hospital Attendant Group. 


383 


DIGEST OF STANDARD SPECIFICATIONS—Continued 


Institutional Service—Continued 


Salary 
Group Gr Title Range Rates 
Hospital Monthly | $45.00 
Attendant— compensa- | 47.50 
Cont’d tion without} 50.00 
maintenance] 52.50 
$45-60 55.00 
Sew. 
60.00 
Monthly 25.00 
compensa- | 27.50 
tion with 30.00 
maintenance] 32.50 
25-40 35.00 
ot DU 
40.00 
Nurse’s Assistant 420-540 420 
(Not less 450 
than 28 480 
hours per 010 
week) 540 
Institutional 1A | Assistant 600-720 600 
Clerk Institutional without 660 
Clerk A maintenance 720 
360-540 360 
with main- 420 
tenance 480 
540 


1B) Assistant Institu- 840-1200 840 


tional Clerk B without 960 
maintenance 1080 
1200 
600-960 600 
with main- 720 
tenance 840 
960 
Institutional 1 | Matron 600-780 1 600 
Supervisor Overseer with main- 660 
tenance 720 
780 
Monthly 50 
compensa- 159) 
tion with 60 
maintenance 65 
50-65 
2 | Employment Agent 840-1020 2 840 
Head Matron with main- 900 
Head Overseer tenance 960 
Assistant Steward 1020 


1A special range of $660 to $780 may be paid to Matrons 
acting also as working Dietitians. 

2 A special range of $900 to $1020 may be paid to Head Matrons 
acting also as working Dietitians. 


384 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Institutional Service—Continued 


Salary 
Group Gr. Title Range Rates 


Institutional 3 | Deputy Lay Superin-| $1080-1800 | $1080 


Supervisor— tendent with main- 1200 
Cont’d tenance 1320 
1440 

1560 

1680 

1800 

Steward 1080-1560 1080 

with main- 1200 

tenance 1320 

1440 

1560 


4 | Lay Superintendent | 2100-2940 2100 
with main- 2280 


tenance 2460 

2700 

2940 

Departmental 1920-2940 ! 1920 
Steward with or 2100 
without 2280 

’ maintenance 2460 

2700 

2940 


5 | General Lay Superin-} 3180 and 3180 
tendent up with 3420 
maintenance 3660 

(No recom- 3960 

mendation 4260 


above 
$4260) 
Laundryman 1 | Laundry Helper A 480-552 480 
without 504 
maintenance 528 
Sa 
240-312 240 
with 264 
maintenance 288 
ole 
Monthly ~ 40 
compensa- 42 
without 44 
maintenance 46 
40-46 
Monthly 20 
compensa- 22 
tion with 24 
maintenance 26 
20-26 


‘In the case of Departmental Stewards receiving maintenance, 
salary rate shall not exceed $1920. 


385 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Institutional Service—Continued 


Salary 
Group Gr. Title Range Rates 
Laundryman— Laundry Helper B $504—576 $504 
Cont’d without 528 
maintenance O02 
576 
264-336 264 
with 288 
maintenance SEZ 
336 
Monthly 42 
compensa- 44 
tion without 46 
maintenance 48 
42-48 
Monthly 22 
compensa- 24 
tion with- 26 
maintenance 28 
22-28 
Laundry Helper C 528-600 528 
without 552 
maintenance 576 
600 
288-360 288 
with 312 
maintenance 336 
360 
Monthly 44 
compensa- 46 
tion without 48 
maintenance 50 
44-50 
Monthly 24 
compensa- 26 
tion with 28 
maintenance 30 
24-30 
2 | Senior Laundry 630-780 630 
Helper A without 660 
maintenance 690 
720 
750 
780 
390-540 390 
with 420 
maintenance 450 
480 
510 


386 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Institutional Service—Continued 


Group Gr Title 


——--—_— a TT 


Laundryman— 
Cont’d 


Senior Laundry 
Helper B 


3 | Laundryman ~ 


4 | Head Laundryman 


Salary 
Range 


Monthly 
compensa- 
tion without 
maintenance 


$52. 50-65 


Monthly 
compensa- 
tion with 
maintenance 


32.50-45 


690-840 
without 
maintenance 


450-600 
with 
maintenance 


Monthly 
compensa- 
tion without 
maintenance 


57. 50-70 


Monthly 
compensa- 
tion with 
maintenance 


37. 50-50 


840-900 
without 
maintenance 


600-660 
with 
maintenance 


960-1440 
without 
maintenance 


Rates 


$52.50 


55.00 
57.50 
60.00 
62.50 
65.00 


32.50 
39.00 
37.50 
40.00 
42.50 
45.00 


690 
720 


387 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Institutional Service—Continued 


Salary 
Group Gr. Title Range Rates 
Laundryman— $720—1200 $720 
Cont’d with main- 780 
tenance 840 
900 
960 
1020 
1080 
1140 
1200 
5 | Superintendent of 1800-2580 1800 
Laundries 1980 
2160 
2340 
2580 
Masseur 1 | Masseur 960-1140 960 
(Full time) 1020 
1080 
1140 
600-720 600 
(Not less 660 
than 18 720 
hours a 
week) 
2 | Chief Masseur 1200-1440 1200 
(Full time) 1260 
1320 
1380 
1440 
900-1080 900 
(Not less 960 
than 18 1020 
hours a 1080 
week) 
Mortuary 1 | Mortuary Helper 792-888 792 
Keeper without 816 
main- 840 
tenance ! 864 
888 
Monthly 66 
compensa- 68 
tion without 70 
maintenance t2 
66-74 74 
2 | Mortuary Keeper 900-1020 900 
without 960 
maintenance 1020 
660-780 660 
with 720 
maintenance 780 


1 For rates with maintenance, see Senior Hospital Helper A in 
Grade 3 of Helper Group. 


388 


DIGEST OF STANDARD SPECIFICATIONS—Continued 


Institutional Service—Continued 


Salary 
Group Gr. Title Range Rates 
Mortuary 3 | Head Mortuary $1080—-1200 | $1080 
Keeper— Keeper without 1140 
Cont’d maintenance 1200 
840-960 840 
with 900 
maintenance 960 
4 | Superintendent of 1980-2160 1980 
Mortuary 2160 
Tailor 1 | Tailor 720-1020 720 
without 780 
maintenance 840 
900 
960 
1020 
480-780 480 
with 540 
maintenance 600 
660 
720 
780 
2 | Head Tailor 1140-1260 1140 
1200 
1260 
Miscellaneous 1 | Coffee Roaster 900-1080 900 
Institutional 960 
Worker 1020 
1080 
Farmer 720-900 720 
with main- 780 
tenance 840 
900 
Fire Officer 840-960 840 
with main- 900 
tenance 960 
Street Cleaning Service 
Salary 
Group Gr Title Range Rates 
Motor Refuse | 1 | Loader (Dept. of $864-936 } $864 
Collector Street Cleaning) 888 
912 
936 
Extra Loader 1-313 per 
diem of 
min. annual 
rate for 
Loader 


_ | Additional compensation of $24 may be paid to Loader who 
is leader of gang. Loaders assigned in charge of section stations 


or yards shall receive a flat rate of $840. 


389 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Street Cleaning Service—Continued 


Group Gr. Title Range Rates 


Motor Refuse | 2 | Recruit Motor Truck] Rate paid in 


Collector— Driver (Dept. of] position 
Cont’d Street Cleaning) from which 
employe is 
assigned 
Motor Truck Driver| $960-996 $960 
(Dept. of Street 996 
Cleaning) 


Motor Truck Driver 
(Bur. of Street 
Cleaning, Richmond) 


Extra Motor Truck} 1-313 per 


Driver diem of 
min. annual 
rate for 
Motor 
Truck 
Driver 
Recruit 1 | Recruit (Dept. of 1-313 per 
Street Cleaning) diem of 
min. annual 
rate for 
appropriate 
position 
Refuse 1 | Driver (Dept.of Street} 840-936 ! 840 
Collector Cleaning) 864 
Driver (Bur. of Street 888 
Cleaning, Queens) 912 
Driver (Bur. of Street 936 
Cleaning, Richmond) 
Hostler (Dept. of 816-912 1 816 
Street Cleaning) 840 
Hostler (Bur. of Street 864 
Cleaning, Queens) 888 
Hostler (Bur. of Street 912 


Cleaning, Richmond) 


Stableman (Dept. of} 792-888 1 792 


Street Cleaning) 816 
Stableman (Bur. of 840 
Street Cleaning, 864 
Queens) 888 


Stableman (Bur. of 
Street Cleaning, 


Richmond) 
Extra Driver 1-313 per 
Extra Hostler diem of min. 
Extra Stableman annual rate 
prescribed 
for the 
position in 
question 


1 Drivers, Hostlers and Stablemen assigned in charge of section 
stations or yards shall receive a flat rate of $840. 


390 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Street Cleaning Service—Continued 


Salary 
Group Ger, Title Range Rates 
Refuse 2 | Assistant Stable Fore-|$1020—1140 $1020 
Collector— man (Dept. of Street 1080 
Cont'd Cleaning) 1140 
Assistant Stable Fore-| 1020-1080 1020 
man (Bur. of Street 1080 


Cleaning, Queens) 


3 | Stable Foreman(Dept.| 1200-1620 1200 
of Street Cleaning) 1260 
1320 

1380 

1440 

1500 

1560 

1620 


Assigned as 1620 
Assistant 1740 


District 
Superin- 
tendent: 
1620-1740 
Stable Foreman (Bur.| 1140-1440 1140 
of Street Cleaning, 1200 
Richmond) 1260 
Stable Foreman (Bur. 1320 
of Street Cleaning, 1380 
Queens) 1440 
Refuse Disposer| 1 | Boardman (Dept. of| 840-936* 840 
Street Cleaning) 864 
Boardman (Bur. of 888 
Street Cleaning, 912 
Queens) 936 
Extra Boardman 1-318 per 


diem of 
min. annual 
rate for 
Boardman 


2 | Assistant Dump In-} 1020-1140 1020 


spector (Dept. of 1080 

Street Cleaning) 1140 
Assistant Dump In-| 1020-1080 1020 

spector (Bur. of 1080 

Street Cleaning, 

Queens) 

3 | Dump Inspector 1200-1500 1200 
(Dept. of Street 1260 
Cleaning) 1320 

1380 
1440 
1500 


* Boardmen assigned in charge of section stations or yards shall 
receive a flat rate of $840. 


391 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Street Cleaning Service—Continued 


Salary 
Group GE Title Range Rates 
Refuse Disposer Assigned as| $1620 
—Cont’d Assistant 1740 
District 
Superin- 
tendent: 
$1620-1740 
Dump Inspector (Bur.| 1140-1440 1140 
of Street Cleaning, 1200 
Queens) 1260 
: 1320 
1380 
1440 
Street Cleaner | 1 | Sweeper (Dept. of 792-888 ! 792 
Street Cleaning) 816 
Sweeper(Bur. of Street 840 
Cleaning, Queens) 864 
Sweeper(Bur.of Street 888 
Cleaning, Richmond) 
Extra Sweeper 1-313 per 


diem of min. 
annual rate 
for Sweeper 


2 | AssistantSectionFore-| 1020-1140 1020 
man (Dept. of Street 1080 
Cleaning) 1140 


Assistant SectionFore-| 1020-1080 1020 
man (Bur. of Street 1080 
Cleaning, Queens) 


3 | Section Foreman 1200-1500 1200 
(Dept. of Street 1260 
Cleaning) 1320 

1380 
— 1440 
1500 
Assigned as} 1620 
Assistant 1740 

District 

Superin- 

tendent: 

1620-1740 

Section Foreman 1140-1440 1140 
(Bur. of Street 1200 
Cleaning, Queens) 1260 
Section Foreman 1320 
(Bur. of Street 1380 
Cleaning, Richmond) | 1440 
Supervisor 1 | District Superintend-| 1500-1740 1500 
ent (Bur. of Street 1620 
Cleaning, Richmond) 1740 


1 Additional compensation of 15c. per diem may be paid to 
Sweepers employed on flushing work. 


392 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Street Cleaning Service—Continued 


Salary 
Group Gr. Title Range Rates 
Supervisor— District Superintend-|$1620-1920 | $1620 
Cont’d ent (Bur. of Street 1740 
Cleaning, Queens) 1920 
2 | District Superintend-| 1920-24601 1920 
ent (Dept. of Street 2100 
Cleaning) 2280 
AssistantSuperintend- 2460 


ent of Final Disposi- 
tion (Dept. of Street 
Cleaning) 
AssistantSuperintend- 
ent of Snow Removal 
(Dept. of Street 
Cleaning) 
AssistantSuperintend- 
ent (Bur. of Street 
Cleaning, Richmond) 


3 | Assistant General Sup-| 2700-2940 2700 
erintendent (Dept. 2940 
of Street Cleaning) 

Borough Superintend- 
ent (Dept. of Street 
Cleaning, Brooklyn) 

Superintendent of 
Final Disposition 
(Dept. of Street 


Cleaning) 
Superintendent (Bur.} 2940-3180 2940 
of Street Cleaning, 3180 
Queens) 


Superintendent (Bur. 
of Street Cleaning, 


Richmond) 

4 | General Superintend-| 3180-3660 3180 
ent (Dept. of Street 3420 
Cleaning) 3660 


1A special rate of $2580 shall be paid to the District Superin- 
tendent who is assigned as Borough Superintendent of The Bronx, 
and to the District Superintendent who is assigned as Superin- 
tendent of Inspection and Instruction. 


393 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Skilled Trades Service 


Salary Range 
Salary Salary for Service Per 
Range for Range for Exclusive of Diem | No Time 
Group |Gr. Title Service | Rates|} Service | Rates| Sundays, | Rates| Rate Limit Rates 
Every Exclusive of Holidays & 8 Specified 
Day in Sundays Saturday Hours 
Year Afternoons 
Bookbinder | 1 | Bookbinder $1140-1320 | $1140 
: 1200 
1260 
1320 
_ Builder 1 | Bricklayer $6 . 00 
: Cement-mason 5.30 
Flagger 4.50 
Glazier 4.00 
Marble-setter 5.50 
Paver 5.00 
Plasterer 5.50 
Rammerman 4.00 
Stone-cutter 5.00 
Stone-mason 5.00 
Diver 1 | Assistant 3.50 
Diver 
* 
2 | Diver 1.25 
hourly 
3 | Chief Diver 1620-1920 | 1620 
1740 
1920 
Electrical 1 | Batteryman $960-1140 | $960 3.00 
Worker Lineman 1020 3.00 
Wireman 1080 3.00 
1140 
Craneman 900-1080 | 900 3.00 
960 
1020 
1080 
2 | Electrician 5.20 
Battery 5.00 
Constructor 
Cable Splicer 1260-1440 | 1260 |$1140—-1320 |$1140 | 5.00 
Foreman 1320 1200 
Lineman 1380 1260 
1440 1320 
3 | Foreman Cable $1920 1680 1500 
Splicer 
Foreman 5.50 
Electrician 
Engineman | 1 | Fireman 3.00 
Fireman em- 3.50 
ployed on 


pile-driving 


Oiler 3.00 


394 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Skilled Trades Service—Continued 


Salary Range 
Salary Salary for Service Per 
Range for Range for Exclusive of Diem | No Time 
Group (|Gr. Title Service | Rates| Service | Rates} Sundays, | Rates| Rate Limit Rates 
Every Exclusive of] . Holidays & 8 Specified 
Day in Sundays Saturday Hours 
Year Afternoons 
Engineman | 2 | Engineman $4.50 
—Cont’d 
Engineman 5.50 
(Pile Driving 
and Hoisting) 
Engineman 5.50, 
(Steam Roller) 
3 | Supervising In charge of| $1740 
Engineman large 1920 
plants or | 2100 
institu- 
tions not 
covering 
shift: 
$1740—2100 
without 
maintenance 
1320-1560 | 1320 
with 1440 
maintenance] 1560 
Covering 1620 
one shift | 1740 
in smaller | 1920 
buildings 
and insti- 
tutions: 
1620-1920 
without 
maintenance 
1200-1440 | 1200 
with 1320 
maintenance] 1440 
In charge of} 1620 
large 1740 | 
pumping | 1920 
station or} 2100 
small 
group of 
pumping 
stations: 
1620-2100 
without 
maintenance 
4 | Chief - 2280-2460 | 2280. 


Engineman j 2460 


Group 


Fire 


Telegraph 
Despatcher 


ee a | | | 


Journey- 
man’s 
Helper 


395 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Skilled Trades Service—Continued 


Title 


Despatcher 


Senior Fire 
Telegraph 
Despatcher 


Chief Fire 
Telegraph 
Despatcher 


Blacksmith’s 
Helper 
Bookbinder’s 
Helper 
Electrician’s 
Helper 
Elevator 
Mechanic’s 
Helper 
Horseshoer’s 
Helper 
Machinist’s 
Helper 


Marble-setter’s 


Helper 


Salary 
Range for 
Service 


Salary 


Range for 
Service 
Exclusive of 
Sundays 


Salary Range 
for Service 
Exclusive of 
Sundays, 
Holidays & 
Saturday 
Afternoons 


Fire Telegraph 


Per 
Diem | No Time 
Rates | Rate Limit Rates 
8 Specified 
Hours 
Manhattan, | $1200 
Brooklyn :}| 1260 
$1200-1500 | 1320 
1380 
1440 
1500 
The Bronx,|} 1200 
Queens, 1260 
Richmond:| 1320 
1200-1440 | 1380 
1440 
In charge of} 1620 
tour, 1740 
Manhattan,| 1920 
Brooklyn: 
1620-1920 
In charge of} 1560 
tour, 1680 
The Bronx, 
Queens, 
Richmond: 
1560-1680 
In charge of| 1800 
entire 1980 
borough, 
The Bronx, 
Queens 
and Rich- 
mond: 
1800-1980 
2100-2280 | 2100 
2280 
$2 .80- 2.80 
3.00 2.90 
3.00 


396 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Skilled Trades Service—Continued 


Salary Range 
Salary Salary for Service Per 
Range for Range for Exclusive of Diem | No Time 
Group |Gr. Title Service | Rates| Service | Rates| Sundays, | Rates| Rate Limit Rates 
Every Exclusive of Holidays & 8 Specified 
Day in Sundays Saturday Hours 
Year Afternoons 
Journey- Mason’s 
man’s Helper 
Helper— Mechanic’s 
Cont’d Helper 
Plumber’s 
Helper 
Steamfitter’s 
Helper 


Leather 1 | Harnessmaker $4.00 
Worker Shoemaker 3.50 


Marine 1 | Marine Oiler 3.20 
Engineman Marine Stoker 3.60 
Marine Water 3.20 
Tender 


2 | Marine $1440-1680 |$1440 |$1260-1500 |$1260 
Engineman 1560 1380 
1680 1500 


3 | Chief Marine 1800 1560 
Engineman 


Marine 1 | Deckhand 792-888 792 2.00 
Officer 816 


2 | Mate 3.00 | $936-1032 | $936 


984 
Mates acting as 1032 


Quarter- 

masters on 984-1080 | 984 
passenger 1032 
steamboats or 1080 
ferryboats of 

over 1,000 

gross tons 


3 | Captain 


On steamboats| 1500-1740 | 1500 | 1320-1560 | 1320 
other than 1620 1440 
largest ferries 1740 1560 
and boats of 
corresponding 
tonnage: 


On largest fer- 1920 1620 
ries and boats 
of correspond- 
ing tonnage: 


———_——$ > 


397 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Skilled Trades Service—Continued 


Salary Range 
Salary Salary for Service Per 
Range for Range for Exclusive of Diem | No Time 
Group |Gr. Title Service | Rates| Service | Rates| Sundays, | Rates| Rate Limit Rates 
Every Exclusive of Holidays & 8 Specified 
Day in Sundays Saturday Hours 
Year Afternoons 
Marine Fire Pilot $1500—-1620 |$1500 
Officer— 1560 
Cont’d 1620 
4 | Superintendent 3600-4500 | 3600 
of Ferries 3900 
4200 
4500 
Mechanic 1 | Caulker $4.50 
Clock Repairer 4.00 
Hose and Tire 4.00 
Repairer 
Machinist 5.00 
Machinist j 5.00 
(Automobile) 
Mechanic .50 per 
(Adding hour 
Machine) 
Mechanic (Ele- 5.28 
vator) 
Orthopedic 4.50 
Mechanic 
Rigger 4.00 
Saw Filer 4.00 
Ship Caulker 4.00 
Tapper 4.50 
Welder 4.50 
Instrument 1200-1320 | 1200 
Maker 1260 
Mechanic 1320 
(Laboratory) 
2 | Foreman $1920 $1680 $1500 5.50 
Machinist 
Foreman 1920 1680 1500 5.00 
Machinist 
(Automobile) 
Foreman 1920 1680 1500 5.50 
Mechanic 
Foreman 1560 1320 1200 4.50 
Rigger 
Metal 1 | Blacksmith 4.50 
Worker Boilermaker 4.50 
Brass Finisher 4.00 
Bridge 5.50 
Mechanic and 
Riveter 
Coremaker 4.25 
Horseshoer 4.50 
Housesmith 5.50 
Moulder 4.25 
Nickel Plater 4.50 
Sheet Metal 5.00 


Worker 


398 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Skilled Trades Service—Continued 


Salary Range 
Salary Salary for Service Per 
Range for Range for Exclusive of Diem | No Time 
Group |Gr. Title Service | Rates| Service | Rates} Sundays, | Rates| Rate Limit Rates 
Every. Exclusive of Holidays & 8 Specified 
Day in Sundays Saturday Hours 
Year Afternoons 
Metal 2 | Foreman $1740 $1500 $1320 $5.00 
W orker— Blacksmith 
Cont’d Foreman 1740 1500 1320 5.00 
Boilermaker 
Foreman - 2100 1800 1620 6.00 
Bridge Me- 
chanic and 
Riveter 
Motor 1 | Motor Driver 3.50 |$1020-1320 |$1020 
Driver 1080 
1140 
1200 
1260 
1320 
Motor Driver 3.50 | 1020-1320 | 1020 
(Ambulance) with or 1080 
without part! 1140 
maintenance} 1200 
1260 
1320 
780-1080 780 
with full 840 
maintenance| 900 
960 
1020 
1080 
Motor Driver 3.00 
(Lawn 
Mower) 
Motor Driver S200 960-1200 960 
(Truck) 1020 
1080 
1140 
1200 
2 | Garage 1440-1560 | 1440 
Supervisor 1560 
3 | Superintendent 1680-2340 | 1680 © 
of Garages 1800 
1980 
2160 
2340 
Superintendent 
of Garages 
(Police) 
Painter 1 |,Decorator 5.00 
Grainer 5.00 
Letterer 5.00 
Painter 5.00 
Striper 5.00 
Varnisher 5.00 
2 | Foreman 1920 1680 1500 5.50 


Painter 


ae 


399 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Skilled Trades Service—Continued 


Group Gr. 
Photo- 1 
grapher 


Plumberand| 1 
Steamfitter 


Printer I 


Rockworker | 1 


Shop 1 


Supervisor 
2 
3 


Title 


Photographer 


Photographer 
(X-ray) 


Plumber 

Steamfitter 

Thermostat 
Repairer 


Compositor 
Press Feeder 
Pressman 
Printer 


(Braille) 


Foreman 
Printer 


General Fore- 
man (Shops) 


Superintendent 
of Shops 


Salary 
Range for 
Service 
Every 
Day in 
Year 


Salary Range 
Salary for Service Per 
Range for Exclusive of Diem}; No Time 
Rates| Service | Rates| Sundays, | Rates| Rate Limit 
Exclusive of Holidays & 8 Specified 
Sundays Saturday Hours 
Afternoons 
$1200-1620 
900-1320 
$5.50 
5.50 
5.50 
25 
per week 
18 
per week 
26 
per week 
900-1200 
$1440 
5.00 
1380-1920 
2100-2700 
2940-3960 


General Super- 
intendent of 
Shops 


Rates 


$1200 
1260 
1320 
1380 
1440 
1500 
1560 
1620 


900 

960 
1020 
1080 
1140 
1200 
1260 
1320 


900 
960 
1020 
1080 
1140 
1200 


1380 
1500 
1620 
1740 
1920 


2100 
2280 
2460 
2700 


2940 
3180 
3420 
3660 
3960 


400 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Skilled Trades Service—Continued 


Salary Range 
Salary Salary for Service Per 
Range for Range for Exclusive of Diem | No Time 
Group |[Gr. Title Service | Rates| Service | Rates| Sundays, | Rates| Rate Limit Rates 
Every Exclusive of Holidays & 8 Specified 
Day in Sundays Saturday Hours 
Year Afternoons 
Upholsterer | 1 | Upholsterer $4.50 
Shade Fitter 4.00 
Woodworker} 1 | Carpenter 5.50 
(Manhattan) 
Carpenter 5.00 
(The Bronx, 
Brooklyn, 
Queens) 
Carpenter 4.50 
(Richmond) 
Dockbuilder 4.25 
Machine 5.00 
Woodworker 
Patternmaker 5.00 
7 Ship Carpenter 4.00 
Wheelwright 4.00 
Wood Sawyer 4.00 
2 | Foreman Car- $2100 $1800 $1620 6.00 
penter (Man- 
hattan) 
Foreman Car- 1920 1680 1500 5.50 
penter 
(The Bronx, 
Brooklyn, 
Queens) 
Foreman Car- 1740 1500 1320 5.00 
penter 
(Richmond) 
Foreman 1620 1440 1260 4.75 
Dockbuilder 
Foreman Ship 1560 1320 1200 4.50 
Carpenter 
Miscellane- | 1 | General Me- $1200-1400 |$1200 
ous Skilled chanic without 1260 
Worker maintenance} 1320 
1380 
1440 
900-1140 900 
with main- | 960 
tenance 1020 
1080 
1140 
2 | Assistant 1500-2100 | 1500 
Superintend- 1620 
ent of Police 1740 
Signal Sys- 1920 
tem 2100 
3 | Superintendent 2280-3180 | 2280 
of Police Sig- 2460 
nal System 2700 
2940 
3180 


8—e—e0=$=—$—@™@™$@™_—_—sSsS$9$9$0©0©0©0.0NNNauauauamamananananananmnmanmnmnmanamnmaqoaoaR9naoO0900ODaD eo 


401 


DIGEST OF STANDARD SPECIFICATIONS—Continued 


Unskilled Service 


Salary 
Group st, Title Range 


ee ee 


Cleaner 1 | Cleaner Men: 
$768-864 
(Full time) 


30c per hour 
Women: 


600-768 
(Full time) 


300-420 
(Not less 
than 3 hours 
a day) 


25c per hour 
Cleaner (Windows) 792-888 


Hostler and 1 | Driver 840-936 
Driver 


Per diem: 
2.70-3.00 


Hostler 816-912 


Per diem: 
2.60-2.90 


Stableman 792-888 


Per diem: 
2.50-2.80 


Rates 


402 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Unskilled Service—Continued 


Salary 
Group Gr. Title Range Rates 
Hostler and Driver having charge| $864—-960 $864 
Driver— of prisonersin Dept. 888 
Cont’d of Correction 912 
936 
960 
2 | Stable Foreman 1080-1440 1080 
1140 
1200 
1260 
1320 
1380 
1440 
Per diem: 
3.40-4. 25 3.40 
3.60 
3.80 
4.00 
4.25 
Foreman of Stables} 1500-1740 1500 
(Correction) 1620 
1740 
3 | Superintendent of 1920-2280 1920 
Stables (Police) 2100 
2280 
Laborer 1 | Laborers employed on| 792-888 792 
ordinary unskilled oar Siv 
manual labor 840 
864 
888 
Per diem: 
2.50-2.80 2200 
2.60 
2.70 
2.80 
Laborer 888-936 888 
(Asphalt Worker) 912 
Laborer 936 
(Marine Sounder) 
Laborer 
(Coal Sampler) and 
other Laborers em- 
ployed on difficult 
manual work requir- 
ing some skill and 
dependability Per diem: 
2.80-3.00 2.80 
2.90 
3.00 
Superannuated 720 720 


Laborer assigned to 
light laboring or 
watchman work 


ee 6 ies Se Ee 


403 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Unskilled Service—Continued 


Group Gr. 


Salary 
Range 


Laborer— 
Cont’d 2 | ordinary labor 
gangs 1 


Foreman Asphalt 
Worker 

Forman in charge 
of large gangs 


3 | General Foreman 


4 | Superintendent of 
Maintenance 


Park Worker 
Gardener 


Foreman in charge of 


1 | Climber and Pruner 


365 days: 


$1080—1440 


313 days: 
900-1200 


Per diem: 


3.00-4.00 


365 days: 
1440-1800 


313 days: 


1200-1500 


Per diem: 


4.00-5.00 


1500-1920 


2100-2700 


Per diem: 


2.80-3.00 


1 Appropriate deduction from salary will be made in the case 
of Foremen receiving part or full maintenance. 


404 


DIGEST OF STANDARD SPECIFICATIONS—Continued 
Unskilled Service—Continued 


as 


Salary 
Group Gr. Title Range Rates 


Park Worker— | 2 | Foreman Gardner 365 days: $1140 
Cont’d Park Foreman $1140-1320 1200 
Inspector of Trees 1260 


1320 

313 days: 
960-1140 960 
1020 
1080 
1140 
Per diem: 
3.20-3.80 3.20 
3.40 
3.60 
3.80 

3 | Arboriculturist 365 days: 
General Park Fore-| 1440-1800 1440 
man 1560 
Head Gardener 1680 
1800 

Per diem: 


400-4. 75 4.00 


4 | Superintendent of 2700-3960 2700 
Parks 2940 


——— _ | ————_— ,O —  — 


Miscellaneous 1 | Gate Tender 365 days: 876 
Laborer 876-984 912 


Laboratory Helper 360-780 360 


Laborer (Stores) 816-912 816 


Per diem: 
2.60-2.90 2.60 


Ticket Chopper 792-888 792 
Per diem: 816 
2.50 840 


TITLE 
ACCOUNTANT .. 


INDEX TO TITLES AND SYMBOLS 


eooteereee eee eee ee eer ees eeoe seers seers ese eoeeeee ere eee seeseeeee eee eee 


ENE SORES Se itu UC a ee A ea ig 9 ee age oe ae em ee 


ECON) Un GR an he oer ee es as eae nor ea yy ele a tease aisle ablale Aacws 


pe ETN PORN IGR Mn ain oes OES ie isis 6 0 is Se waht ne hinds Gee deals ee he 


PACTUARY vs cee. 


ese e eee ee ee see eee eee ee see ese eee eo eee see eee e ees eose eee seevn eee oes 


RES Re OTST AN TMC Seer ve Ce Er aan heat. 6 RE wwe ce jae ss Oelgw ce ay Es 


ee eS OME AUN TORU sere cn CINE MS oe ee cS oot olan Wise ewe eh td wis Se eee a 


San tre OMAN Ls ahs SECON 5) oes ELL EH We ere yc Seo wie <i ia ek vac cos win estas Se now's ee ata eS 


ANIMAL KEEPER 


i 2 


Ee PEMA ELE Eclat AD) hate eion This eRe cilia 5 Goa wa aie wise goal BAe ole OR wd Pa 


APPRAISER OF KEAL ESTATE, CHIFF.. 0.005 .5.005 5; 8 SE SuyP pct YROS odog O pea 


AQUARIST ....- 


oer e oer eo ree eee eee eee ee ee eee eee see reese sre see ee eee essere eereeeeeesne 


ENG ETE ON ep WB DR SE UPR Coe Ue a ee ee ne on Pee Se ae 


CUReTe ORTUMEEO ATTEN PAINT CELE AD a oe ite ioe oe Aoi woe Sivinae & Sle wNlew. 6 cle Mie ews ULES 


ARBORICULTURIST 
ARCHITECT .... 


Ce ee) 


eevee eeeee eee eee ee ee ee eee eee eee esr eee eevee ee eeoee eee ee eee sees es 


POE SLE TR NS SLOT NC ERM en St hen oe Stoo nie, tas We esi mawes DAT ee 


JADEN fo oy CORRE? 20 ae, Saas ATS oe ge or en er re ee 


¢ 


Pare EERRII AE CONSUL UE DIGE emt oe EE or 2k © os TAL oaie Bis o(ch een Sos 6 tl ase pee SS 


AMEDIPTOUD GN, GW UERP UES yee Oc Ae Ie. Sea ee A ek AN gree al a oT 


Pee ES EAs Cee OEM LOR Er erie art re co ce ean ac he Ok wie dee eta oleh as wees 
ARCHITECT AND DEPUTY SUPERINTENDENT OF SCHOOL BUILDINGS.............- 
ARCHITECT AND DEPUTY SUPERINTENDENT OF SCHOOL BuILDINGS, SENIOR...... 


ARCHITECT AND SUPERINTENDENT OF SCHOOL BUILDINGS, CHIEF............6.- 


eee etig Rue CP ANDSCAPE Jit ton, eee bie 2c re sis eb. pee oe es SMV ES ENE setae Be cE wes 
Ree raeree CIGA NDSCAPE a SAGSISTANT co 5.58 cans den was Ga PERS he ee owe ee he eM 


Rey eer ee CIA NDSCAPE) Ss) UNIOR. Gacy fo. oe bauer wastes 4b Choe gaipe oS se Gan sae 


Pa ETT OEIC ATMA SST STANT oo. cole otek f Oee aha ln bc Sak nese de ot wr arieus 6 a Pu bee ee eds 


ASSESSOR .2. 5. 


cco eoer eee ese eee eee ee eee st see ers esreeree eee eee sewers ere eee eee ee oeee 


Pe TE MUA CE EG) RICE] ote ie te Ne a ogy eal s ac iatety ioe ee os theta dor EM ak 


PA TAREE sPEICER ASSISTANT (/HIED 2) «5. 5 52. cis vie vaginas eeu e oncest et; 


Pr Pee ON Gt COP FIGERY? OH IER ic ao fied sss te aoe Ga neke sade nie pe Er uae oe ee 
ENCE OFFICER © OENIOR ©) 03.0 v9 05 fired SCAMS CWE tine Rta ae by SANE 


EXAMIE TOR We: grate os 
AuDITOR, CHIEF 
AUDITOR, SENIOR 
BACTERIOLOGIST 


oeoer eevee re eee e re ee ree eee eee eese eee eee reese e eee eee essere eevee eeee 


cee wr ewe wwe eee eee ewe eee ee eH wee ee eee awe sesso sree es eee eeeeee meee 


oo ee ere ere eo ere reese eee ese eee eee se sre eeeeereeeeeeeeveeeeeeeeeeeene 


eee eeere rere eee eres eee eres reer see Hee eee esse eee eeeeeeeeoeves 


SYMBCL PAGE 


APs 


OA4 
OAL 
OA3 
VS3 
VioZ 
Meo 
VS4 
KA1 
KA2 
VT4 
KA3 
KAI 
eA 
UPS 
OR4 
OR3 
O R6 
OR6 
OR2 
ORS 
OR4 
ORS 
OR6 
OR4 
OR3 
OR2 
ORI 
XK1 
VAI 
VAS 
VA4 
VA2 
OA2 
OA4 
OA3 
OB2 


38 
39 
37 
39 
123 
123 
122 
124 
205 
206 
127 
206 
205 
206 
333 
43 
42 
44 
44 
41 
43 
43 
43 
44 
43 
42 
41 
40 
31 
97 
98 
99 
98 
38 
39 
39 
45 


406 


TITLE 


BACTERIOLOGIST, ASSISTANT: odbc beaks UM node Panos oe eee eee 


BACTERIOLOGIST, “SENIOR. 9722... ce hase ee Wl ee Pan oedee Omi eter oe 
PR AKER hoc fa tie ch deo ha opens see Gea SU ce oe EE cans ee Er 
BARER, LIRAD ch lec oo ws oso pase bw oa geri Coe Oe ae 
BATTERY CONSTRUCTOR «ck... 4 2 oacstew nace goer steie niece 9s ca ee ae 
FR ATTER YI MAN Oc 5 cin 0 ol oo S16 a ols ais oT wid oe Wwe eee al EME ete ee Eee 
BEACKSMITH bis cad Pix o's RN mAs dan ae oO dee belle Menace: ok shel eee ee eae ane 
BLACKSMITH S. HELPER? 3200 cde-+ + 3.5.1 ebtety coer le a eae eee ee 
BEASTER oic5o:5 0 ico Sada ates ke Me os oe Wan eaten Pane al ies at eee ne 
BoARDMAN: (BUREAU OF. STREET CLEANING, QUEENS)/-.. 27... 22) areaue ee 
BOARDMAN (DEPARTMENT OF OTREET CLEANING)... > 020. cee re eee 
BOIWLERMAKER face .5 oo. Sov) ee ee ee 
BOOKBINDER o..0 cod os haa CONS Oa a Ped OE hel ee tt ne 
BoOOKBINDER’S * HELPER." s/i.2 Sot ee PP Soe re ee eee eee 
BOOKKEEPER (05 ib. Co See Sa os oe ee Oe ee ee ee ee 
BOORKEEPER, «JUNIOR c25 ied 6 soo Dn ots en ee te ee 
BOOKKEEPER, SENIOR 2°... 5 pice cot ab cee @ Sea elec ee Sent ae ene 
BorouGH SUPERINTENDENT (DEPARTMENT OF STREET CLEANING, BROOKLYN)... 
Brass FINISHER*? bcd ise cn coset Cee pe ee Si ees 
BRICKLAYER’ 4. ofs 0.85550 i dae Be oe SE 8 PS eer ee 
Bripcr (| MECHANIC AND. RIVETER....20.4 5. cls ede ee ee 
BRIDGETENDER ©. 63 fis Kn g oo ook ed Chem ebad es ci Ok ee 
BRIDGETENDER). HEAD {iiss : ses utes chat ded Sotelo ne eae ee ee 
BUILDING INSPECTOR; (82 sips leds ss ceo rebels Eee oe ee ee 
BULMDING SINSPECTOR, sSENTOR 2. axico oes Oe sues tore a ne ee eon 
Burtpine INspector (BurEAu or Burtprnes, THE Bronx or Brookiyn), As- 

SISTANT. CHIEF (5. ao Deie fis wee este sh Anke eee he Pee eee 
Buitpine Inspector (BurEeAu or Buitpincs, MANHATTAN, THE BrRoNx oR 

BROOKLYN ) = (Cater ose so Fe gi ig hee 2 ee 
BvuiLpinc INsPecror (BuREAU OF BUILDINGS, QUEENS OR RICHMOND), CHIEF.. 
Buitpine INSPECTOR «(ELEVATORS Ji Jee ee eee ee ee ee 
BuiLpinG: INSPECTOR «(ELEVATORS ; SENIOR. f3 4.0 2) sie ae ee 
BuiLtving INSPectoR-( HIRE “PREVENTION )ocfe ose) eee oa ee 
Buitpinc INSPECTOR (FIRE PREVENTION); GHIEF,.. 3.2 eee 
Buitpine Inspector, (FIRE*} PREVENTION) « SENIORY.<...0) 020s eae ee ELS ty 
BuILpInc INSPECTOR (HEATING) 


OO) © 0 e006 14.6) (0) 6 0 ee © 6 0 6 8) es 6 Se D6 0.6.6.6 6 6 6 6 © 16 6 6. 0: we 6 1s) 


Burtorne INspecror (IRON AND STEEL) c29 i es Re ee 


BuiLpinc INspector (IRON AND STEEL), SENIOR 
BuiLpinc INsPEcTor (Piers) 


Buitpine. Inspecror (PLASTERING). ...2... \ale ee 
BUILDING INSPECTOR (PLUMBING AND SANITATION)......0..cecseccecceceuece 
Bui_pInc INsPEcToR (PLUMBING AND SANITATION), SENIOR 
Burpine INspecror (TENEMENTS) ..:... 2.4000) 01) tone nee 
Buitorne Inspector (TENEMENTS), CHIEF... .... 00207 eee eee 


BurLpinc INSPECTOR (TENEMENTS), SENIOR 


CD 


ee ee © 6 6 0 6 6 0 8 06 8 6 8 0 oe G6 C6 6 6 6 62 6 6 61 6 


SYMBOL PAGE 


OB1 
OB3 
NQ1 
NQ2 
TE2 
AP iD 
TM1 
104 ae: 
TRI 
SD1 
SD1 
TM1 
TED, 
Te he 
CB2 
CBl 
CB3 
SS3 
TM1 
TBA 
TMI 
KB1 
KB2 
IB 
I B2 


By 


I B4 
I B3 
Bal 
I B2 
Ts 
Alas 
Le 
I Bl 
LBs 
I B2 
I Bi 
TBA 
DB 
I B2 
I Bl 
I B3 
I B2 


407 


TITLE SYMBOL PAGE 
Be a eee oy ee ed Ae ate Te Eset eas oo ea bs As nadia sé pele es iNROBE es: 
REC, Sac ech SC ere ce PAW ee home ee ee A me eg rd des ole OE cies pe Shs eee eee Gus NQ2 228 
ee i Gn mee ete ae ell eee oe ek eee sue eo K Rees ae wake s 7-25 262 
err Ey ier Re In hte San nee ook chet gle a ND als Wace eso Ge Meds Shiela « ated TO3 296 
ee tee acme cree ee emer Lae aac, te, 2 a nec ee Fae yb aalc y fee Sea Te 0.8’ ee [ee 20s 
RCM e ROMMEL EA DMCC E ef, Filet en ees oe ieee a eee denne le ebane Gee 208) 
lot NRE RIS 8d “os 9) 5 Saag io te Se Cle ng are ae a ee eee TWI1 316 
Seer LM eee eee AE 2 eA RST Oe Sah eAre SOON Ga eaten ak ba ee (Sh Zee Os 
OMESIE SIG [SVS AUG. 9) AU IO eh 2m yg ee a GRS® 8162 
PAUL REN on sc vet ey rh Cte a A ae ON Ee OA de eS oa nea eae Li 2297 
ee PE LCTIEV LA SUNG TAUPE ER ht ae ee en inte Cree Seti NE Ou ks og HO Rie a yc ks be Eaves ase ib ee 2/5 
rine MAN *( BOARD OF STANDARDS ANDiAPPEALS) 22.6224. ged eee esses LBGe e175 
SOEe URN ENO ee Le AP Let Were aE WE Coe Sods a Seca gow Sees yo Hw wd Wiehe d ves XK2 on 
POSE EAs OM ene eae Res ei alec a Sah ak les 4 wed ete glin Me we OC1 47 
Ora er CU ASIO NRL VEGTIGATOR ets veto me cose aiale cts CaBieed odes led. oo G.cle nie ene Aaah got 
APE IESE Cayen'e th AGP gO I CAR ma Fe a a Pp ae OK3 49 
EE eC SSL STAN Tater tae yo eae Nos edhe oon Si ets WE RG op aD iat bE Oe ws Biwi OKZ 48 
es ra me ts LOR Bee em ee prey Oe gir Shy Le Pes ap Avna ears Rh Wo Pe ae we OK1 47 
Berets TE NOR ee ree re ee ee Es te oe ia aaa em widen aves OK4 50 
Pete tata HOODMAN DULIRUGS MUPASSISTANT: Oo oe Gs bec Padbd canes wacne data oy OK2 48 
DEES OUEN TC ROA REAL, VOL } Enis Sete nic Sa eh. so. . oalaea satel aw Sis alone bs OK3 49 
orca SORE TI RAIA CHUTION Le Gert. Sati Gut ty Coe Sev sw.sle.s Salt’s clot deb TREES Me dye & OK3 49 
ieee UPE AU TORSUIRESE REVENTION') Sa cccnece «0 hoon vo cet bah eee eo Came on BSS 
Cire Ch UREAUSOF Mint) PREVENTION). AGSISTANTs..04 0. $00) - cs 4 satis of eee 1B4” 177 
it eee AS ACA ST ie ee mee Rte ee od, aioe Vie aits Ae Vode Rio Oh Clewe a eek CR4 162 
aime a Cire A MINER Se rene nee «sitter coms Sar se Sole at OG va Rigalea Sek ewe Vere TOL 
(iviLMOERVICE ECA MINER: ASSISTANTCOOHIBE, 0.) 5 hones ous Cccua cele. awe gaan VES 103 
ere eer Che OX AMINER © CHIEF Sie. vid fabs ahi Led cis gs sa tbe eats ec bes VE4~ 104 
aT POI LO MIEN TI POSEN TOR icity a ue eas ovis elke Dis elnino os MO ge be ats Walon ee 
GIvIGe SERVICE LUXAMINER CE-NGINEERING), SENIOR: 0 oc. c- cose ebssees see caes Waoee ly 
eV eOERVICH HIUXA MINERT ( MEDICAL)“ OEMIOR: ....05 «+s ca berm iierenteaeee ss MG DPA QUE, 
(iyi SOERVICE; EXAMINER (MEDICAL) SUPERVISING. 2 <. Jeena cscs s ncvdeaewe Viieo 103 
SERVICE MUN VESTIGATOR fat 2 cots | is Ge tee ous. Ue ee aCe See ne AV Oo Game Lt) 
ferUTE SERVICE (INVESTIGATOR 2 UPERVISING aoe + oie ficss ac ce dar codes or re ee ei Se VC2_ 105 
eT AU ESTICA TORMO eR ee rere re os os aie sian awit Siw uie waa gee wre eae VK1 106 
PUENUM AUR STIOATOR AACHIEI re See iets 2 sue ba nce Pee ke oe Ree ee eat ene VK3 107 
CLAIM INVESTIGATOR, SENIOR..... ee arate Oe Bias eG a a er es VK2 106 
(ONES SHO AU Eas oot ote 3 Oe CNR pre aaa ea ie PR a, a oe Sree Ra Me a WG le 322 
LEA MER AVY ENDOWS!) pt Sete cre cts 3 be sist ale de> A ocataie: Seldon tie aan eiaie sta eayake «orth ss LWAGI. Se AL 
Pa oe Wa ae as ca Png a a Mating sth ER Er WME pena eer ee hehe 5 do Raion rio rE (LOS UES: 
MeCER CATE SSISTANT. ices Gon sos ha Ace ees Std arts Cais aap acs s saw Nei Gs. » ate CC2A 141 
ENR IG ATA SSISTANT, ap ale x Darehes fo ee Reet: oe ae ae Cane ie eee wn Ss & MCZ BEl42 
Geeiac (G42 96 oe nh Saree Ane eee Prince Grn at Oe- AP a ee A Oe eee es eee Ce eee LAG 
(ce RET RECUTIVEN Mite Sic cis eee Cemeteries cok as C5146 


Pee Cie MEAT NIOR ie cia nia fate ie Noe ote chan eee sere NPR ad cle Pas am cers ¢ Cer . 140 


408 


TITLE SYMBOL PAGE 
CLERK  pSENTIOR . oa’ 0e's vie os fue Ud ss 6G earn tiae Son eee a eee: ai ee eee ee ae CC4 144 
WOLERK = (BERTILLON ) © 4.05 5.0 os cisco HG. o das eer Meee hie etaee enn ene ee CAS5 ins 
CLERK -.( COMPUTER). Ji. age cs cicneec ce fe be heed wee aires te ee eee ee CUS A143 
CLERK CCOMPUTER ), SENIOR S¢ 5450550 63 sad ce oe ce ee Ace oe ne ee CC4 144 
CLERK (FINGER PRINT) 2 § ss od ece sons 2 7 SRR oleae hs ie CCS. 143 
CLERK” (RINGER PRINT), SENIOR -ccoe is cas cece tee oe ce ee ae CC4 144 
CLERK ((MULTIGRAPH OPERATOR); ASSESTANT.....-7 00h cee ae See eee CC2B 142 
CLERK (TABULATING MACHINE OPERATOR)» ASSISTANT. ae eee ee CXS Be ace 
CLIMBER AND PRUNER. fon, Se on Goh 1 oe tial ned at Oe et tec ee Uy Baier 
GEOCK AREPATRER, ©. scutiae 6 tie ce cig oe de te he een et te TRI Zo 
COFFEE ROASTERS 0.) cae eee eee hee ee oh ee be ee ee N Zils 
CoLLEcror {OF ASSESSMENTS AND EARREARS: ..(. 9. os pets ee ee CRS eels 
COLLECTOR, OF. ASSESSMENTS. AND “ARREARS DEPUTY. o. 2-4. 0... seen eed C R40 gh62 
CoLLECTOR oF CiTy REVENUE AND SUPERINTENDENT OF MARKETS.............- CR4 162 
COLLECTOR «OF CITY, .KEVENUB} DEPUTY 2 oe sas cee ine ees ee eee eee CRS wale 
COMBEISSIONER, '\0's cnciasie foe he Ges oF oe a PORE erate Sp nes carat ee Ree XKI1 a 
COM MISSION ER” w/e 2S .etea ost Stoinse we Co oleae gin Cs acon a ene ete ee XK2 31 
COMMISSIONER, . DEPUTY #080005 i secltne Oe cle eck het Be ee Se ae ee XD1 32 
CGOMPOSITOR oo))5 osc S8 la Sa cae bis ga Bho ee iat tee Ge we oe Lee 
COMPTROLLER, (DEPUTY 2240.0: og G00 ore oe le oe Ae ee XD1 Je 
(SOK Pea ine ah ce ee ies EET eT ORE Jee eae Sane) Ao eee NOT #225 
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Cooke, HEAD iss) Hous Pate ie 1s a NQ2 228 
(OREM BER) 00 30 Wielecciy- dae shoal Me ois) ben ae Le ete ear Oe ace TMI. 301 
CORPORATION “COUNSEL -5 3 AGW cslee de ad deta tte ee ee X K2 OL 
CORPORATION -GCOUNSEL, “ASSISTANT? oo 1 occ ulatacie once et ee eee OL4 63 
CorPoRATION .GoUNSEL,. DEpury, ASSISTANT 4. 1 a. 1). see: eee Os 62 
CORPORATION | COUNSEL, J UNIOR ASSISTANT cy. Suack sce caoren toe ee ow Gs 61 
CORRECTION: .MATRON .2.nc6.4 fas peobiic Settee oie td @ htseee oo oe ene ae ae NO] Sezet 
CORRECTION 7: MATRON] HEAD Ve). seine 2 ea oe ne i ee NO2- 222 
CORRECTION. OFFIGER® gis 00 sa Wh Onc ue ott sarees eT se eee NOts 221 
CORRECTION ~Q)FFICER = LL EAD San es ELS PER Sk ck cari Ue N.G2e zee 
COURT 2A TIENDANT 0, 4. oct eee a SS s Rete baw ce anaes ee K Klass 
Court CLERK -2y..cap 5. oon eee a sth Gee eR PMN Re eR nse id LA Aa ete GR2 sa 
Court: CLERK ASSISTANT sea) foe ae eee eeuinsae € PEARSE. Mitni joie <a Rea ae Se CK 3146 
COURTACUERK.» GHiEr sone eee Ee PRA eee PO Ie RG CM el neti PE oe KE gh CK4_ 149 
COURT <CLERK,, DEPUTY, CHIEF... ene ee aE N.S lar ere ee Wee ee See CK 3.945 
COURT <LNTERPRETER, <q h conet oe Ce ee Bes iter 8 iS Ed Ssh sa Re ieee eae CL iseplos 
COURT: LIBRARIAN (20:52 5.5 cos of ee oe 6 oe ee ae oe WV oo CLSesisn 
SGURTE OTENOGRAPHER Jax G ood ee ee ta eee ce A See CS4 166 
WA BANEMAMN = picsies ¥o0.uaw 2 58% diene datos 2 eee lek erat eee ee TE1 281 
POUSTOLIAN. Stews, oe eee tne, ai con a = ae aa ie CAR Kigeaece 
SGUsTODLAN ASSISTANT’. .</0h.60.. 05,000, a ee hes KC1 208 


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TITLE 
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Deputy TAx COMMISSIONER (BoROUGH CHIEF), SENIOR...........cccceceees 
Deputy TAx CoMMISSIONER (PERSONAL ESTATE OF BoROUGH), SENIOR........ 
Deputy TAx COMMISSIONER (PERSONAL ESTATE OF CORPORATIONS), SENIOR... 
Deputy TAx COMMISSIONER (REAL ESTATE), ASSISTANT CHIEF............- 
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Deputy TAx COMMISSIONER (REAL ESTATE oF CORPORATIONS), SENIOR...... 
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MCPReCORMOCD UR WAULOPS PERSONAL WOERVICE) feo 5s0c. an owls Ltd dawn hes wel dle wae 
DMIRECTORBU CE NIRA LD LESTING [ZABORAIORY ) osc oes dc ce ieaww eeltimaniost de 
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free ORsOeE GEN TRAD TL URCHASE ASSISTANT 4 cassis. Gh oak codes Saewe woes 
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Po(eromORe Ure CIOA CTE ASABORA TORIES vac Meh Vacs 5 Cowie Gihae Pa Sa a eves nee een 
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IRM CPORSOLM SOM OOLIs) TEEN DA NCES Thin & of os ob Seas ee eieree Oe Oe Ghus whe wee Peas 
BercrouR (OR OCLOOLEATIENDANCE® ASSISTANT: £ cv nat oon secs paeae ene es 
fore Ee rOR MORE SOTA MNVESTIGATION? 2.6 fouees cae oan oe reat eee oe abe woke 
District SUPERINTENDENT (BUREAU OF STREET CLEANING, QUEENS).......... 
District SUPERINTENDENT (BUREAU OF STREET CLEANING, RICHMOND)....... 
District SUPERINTENDENT (DEPARTMENT OF STREET CLEANING).............. 
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Dump INspPEcTOR (BUREAU OF STREET CLEANING, QUEENS) 


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Dump INSPECTOR (BUREAU OF STREET CLEANING, QUEENS), ASSISTANT 


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Dump INSPECTOR (DEPARTMENT OF STREET CLEANING), ASSISTANT..........- 
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ELECTRICIAN 


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ENGINEMAN (STEAM ROLLER) 
EXAMINER (FIRE PREVENTION ) 
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EXECUTIVE MANAGER (EDUCATION) 
EXECUTIVE SECRETARY 
FARM GARDEN INSTRUCTOR 
FarRM GARDEN INSTRUCTOR, HEAD 


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FIREMAN 


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FirE MARSHAL, CHIEF 
FirE MARSHAL, SENIOR ASSISTANT 
FIRE OFFICER 
FIRE PILotT 


Frre TELEGRAPH DESPATCHER, CHIEF 
FirE TELEGRAPH DESPATCHER, SENIOR 


FLAGGER 
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FoREMAN, 


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FORESTER 


GARAGE SUPERVISOR 


GARDENER 


GARDENER, 
GATE TENDER 


GLAZIER 


GENERAL SUPERINTENDENT (DEPARTMENT OF STREET CLEANING) 


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CABLE SPLICER 


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ELECTRICIAN 


GARDENER 
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MACHINIST 
MAcHINIST (AUTOMOBILE) 


MECHANIC 


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TITLE 


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HEALTH Director (BUREAU OF SANITARY INSPECTION), ASSISTANT........... 


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HospiraAL ATTENDANT B.... 


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INDUSTRIAL INSTRUCTOR 
INDUSTRIAL INSTRUCTOR 
INSPECTOR OF BLASTING 
INSPECTOR OF BLASTING, SENIOR 
INSPECTOR 
INSPECTOR 
INSPECTOR 
INSPECTOR 
INSPECTOR 
INSPECTOR 
INSPECTOR 
INSPECTOR 


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SYMBOL PAGE 


I H4 
IH4 
eae 
Nees ba 
Teli} 
IH1 
PHS 
1H2 
IH1 
Eti2 
IH1 
Es ks 
tg be 
TM1 
ees 
TI 
NA2 
NA2 
NA2 
NH2 
NH2 
NH2 
NH1 
NH3 
NH3 
UH!1 
i! 
Ene 
i sag 
TMi 
1Srdbal 
bray hp» 
How 
His 
TiGi 
GZ 
EZ! 
Hera 1} 


14 


a1tG@? 


Lice 
I El 
1E3 
EZ 


188 
188 
184 
186 
184 
184 
187 
186 
184 
186 
184 
187 
186 
301 
290 
297 
237 
237 
237 
233 
233 
233 
232 
235 
235 
323 
262 
262 
262 
301 
129 
130 
130 
130 
179 
180 


203 


203 


179 
180 
181 
182 
184 
183 


TITLE 


INSPECTOR OF GAS 


413 


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INSPECTOR, HEALTH—SEE HEALTH INSPECTOR. 


INSPECTOR OF 


INSPECTOR O 


INSPECTOR OF 
INSPECTOR OF 
INSPECTOR OF METERS... 
INSPECTOR OF 
INSPECTOR OF 
INSPECTOR OF 
INSPECTOR OF 
_ INSPECTOR OF 
INSPECTOR OF 
INSPECTOR OF 
INSPECTOR OF 
INSPECTOR OF 
INSPECTOR OF 
INSPECTOR OF 
INSPECTOR OF 
INSPECTOR OF 
INSPECTOR OF SUPPLIES 
INSPECTOR OF 
INSPECTOR OF 
INSPECTOR OF TREES..... 


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SYMBOL PAGE 


21 


Tete 
Eis 
PASH 
Es 
Mea 
Leta 
ising 
ei 
LEE 
lai 
Tere 
tet 
ee 
ded 
ke 
PZ 
Lease 
Tete 
| ie 
jfcey 
iz 
Nig! 
Ure 


IMI 
I M2 
I M2 
N CYA 
N €C1B 
Lvs! 
AUS 
Dib2 
Dalit 
odio 
C3 
KC3 
KC4 
BB1 
Bp2 
B B2 
B B2 
B B2 
WZa 


203 


189 
191 
189 
191 
190 
fs 
193 
193 
194 
196 
194 
194 
196 
194 
196 
196 
194 
196 
200 
198 
199 
198 
332 


201 
202 
202 
239 
240 
136 
297 

87 


LABORER 
LABORER 


414 


beooeeeveeeceer ese eee e eee eee eeneeo eee eee ese ee meow eese reese eoeere ee eee eee eee e 


CASPHALT “WORKER ) (co. <a. oc aceon hee wis cine oko cis es nats ae eee 


LABORER? (Coat SAMPLER ) 0% 3. Bahiinh n © otete ooh ttn Neos oie as Peete remo eee 


LABORER’ (MARINE. SOUNDER) oo. 5 [52s o0.4 eaten cceet eee a regia ieee eee ce 


LABORER~ (STORES) 94 s-c.5 4 ses sok no Sevees ob he epee ale Sie SRN an a are neater 


LAUNDRY 
LAUNDRY 
LAUNDRY 
LAUNDRY 
LAUNDRY 


FHELPER VA oo warsielanie-s da bites 6 Cee weetere elke ores aes ae een ene nea 
HEtPEr Bisriv ce cise 5 & hi Cale ee ee ge 
HHEerper\C.. oS fee o yeteall ale oe Pee ore ee eee 
Hieiper ‘A, SENIORS3 3 die cise sia cy ose Se eae ee ees ec te 
Hecprr’ B,-SENIORY Stes oe ee ee 


LAUNDRY MAN? (00h ots 65 av oo cee ee ee ete eee eee 


LAUNDRYMAN, FIBAD Soto a ple te ais eee ee ate ee ee ee ee 


Law ASSISTANT,” JUENTOR 55 .)5.4e oats chess ewes lace erence a oe eee ete 


LAW. CLERK (go siecle Uh eri oe cae Pe ers ee ere ee 


LAW \CLerK, ASSISTANT CHIEFS) so... cries oes eae eee eer 


Law. CLERK, JUNIORS Cove fee ce dcte ol custig sietere oR bettas ane eae ee 


LAW «CLERK, SENIOR? éisinisis sins oc ne cv nie ol ain ele cokers ot Stel cf aces Rota ne 


TUAW LIBRARIAN foo oc oni5 Sectccs sae eave a 5 ibe sh ce ae a OOD ca re ee ee eee 


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LAY SUPERINTENDENT, DEPUTY: <7 05, 0's sin 2 35 oo es 


LAY SUPERINTENDENT? (GENERAL. oa. ods ¢ octis ee es tree eet ee 


LEgar (EXAMINER 3.05) Geena C9 Ga ce ose ac heel ben a ee 


LEGAL EXAMINER, CHIEF 
LEGAL EXAMINER, JUNIOR 
LecAL EXAMINER, SENIOR 


LETTERER 


LIBRARIAN, DEPARTMENTAL 
Lire GUARD 


LINEMAN 


LoaDER (DEPARTMENT OF STREET CLEANING) 
MACHINE WooDWORKER 
MACHINIST 
MAcHINIsT (AUTOMOBILE) 
MaAcHINISsT’s HELPER 


MANAGING CLERK (LAW DEPARTMENT), ASSISTANT 
MARBLE-SETTER 


Mason’s 
MASSEUR 


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Sooo dog eon coc p OC OU doe Uo OOOH OOoDOS On en Gs Spoon dos a 
Gio enocey ORM Cc OuolteD olc C CaOICG eG 0 ted Dan OS OOOO Galego GU oe lie os a6 tame 
CL CRCE CUR ORONEL ORCA CAO I OROLDN ICN ACO? CeO ED We teoOnO1d Bo oth Oo. oS uF 
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Sire telis: eligi «louie ise echo! oho) oe eMalaulel sel (ol erer auemencnene 
PONG CMOS OOO Comino OOO CUM OORRG Gon OOm GH OS ooo moms 
sajle! (oie (eis Jefe) sie Oiiey © iets) so he\toile le) s)\e Fete) aise istev elke! sie (ela. suweneliejieratenel stots reneiele ea sionet omen ota nee tS 
SRO RY ONC OS Cero te GIeOe ne 03 CASON) no MO WAG Blom od g ead ¢ 
eia)is ierieile’ ena: pw .lis\'s; 01%] etis)-@) 5’ fshiel ol/ense) lets eevee) -ebelcare’ (aie mike sel etfonsiicde ta oiebenate anette 
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DOD OOO OOOO Ot SOO Ces A 
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cr Tani] can Ol RONG atIEO CRON OMCEAST Oo Ontanecncrs Gia BiGrduciot ova. .d-5 a Gano 
Shenley S86: ohe,isileals)'s. '0)"e) 5:26) (bi vai") ws coule) (eA eke: ov alerts ce), sista me Meee tant eae) Seen eee wee 
ees scar seye'ce¥'s: 9! sl seple ® vel ise alle eyiolonsh oie) (shse oalel oteiie he ROR cath Saat en once ae nee 
oo [ale Lolo 6Es iele) (si shre joe ies v.(¥ (a. 09) elle Wile” 61's. .0).~)stie..e kepanjey obey cote ct One an eee le Reman eRe ee 
elis}ie, ‘oi/e\rsize sole) ie 16) ocleiisiie\'e ©! ele, 16:9; eifeire, ie) ens lols) 6) (ehienaie eine ohai oho Melts renee cna Tea ae nneae 

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SYMBOL PAGE 


ULI 
[Olabo ss 
ULI 
ULI 
eel 
NL1 
NL1 
NEl 
NL2 
NL2 
NL3 
NL4 
OL!1 
BL2 
BL4 
Bil 
BL3 
Cale 
NS4 
NS3 
NS 
OL3 
OL4 
OL2 
OL4 
TAI 
CES 
Kez 
gh Nsrul 
SM1 
TW1 
ALG 
Ab. Gi 
esi 
Bis5 
BL4 
AeA 
Ti Seb 
TNZ 
TN3 
TN1 
TN1 


CNS 


‘Py el 
NM1 


326 
326 
326 
326 
335 
246 
246 
246 
247 
247 
248 
249 

61 

89 

91 

89 

90 
151 
244 
243 
245 

62 

63 

61 

63 
307 
150 
220 
281 
259 
316 
297 
297 
290 

92 

91 
278 
290 
293 
293 
292 
292 
292 
290 
251 


TITLE 
MASSEUR, CHIEF .. 


MATER cn eo. fe” 


Matron, HEap ... 


MECHANIC, GENERAL 
Mecuanic (Appinc MAcHINE) 
MECHANIC (ELEVATOR) 
MECHANIC (LABORATORY ) 
MeECHANIC’s HELPER 


415 


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CD 


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MEDICA ONSULTAN TT: (IZAW DEPARTMENT) oc cqccuecv cess ccc cess Tae eh ve 
Ramee eer A Nee SI yee ton”. v yeliiala as baie os eee Ws SERA RELA 


MEDICAL INTERNE . 


2 


PeDi CAP eo UPERINTENDENT ASSISTANT! coy cee ett saeco ies om Seance ver ee ees 


REIGATE UIPEREN TEN DENT CFENERAT ccd Site vee os Bbc dice Seg ede bh bases eegs 


MEMBER (BOARD OF 


SI ONUARNSEOIND UEPEATS \ncG Pentecost ue tees sadn sees 


Bie MACUR IE eo UPERINCENDEN T (ngs. es ne Shoe se nee Geet ts 3 ts ee a ee 


IMMESSENGER  c4°cs soe 


Mortuary KEEPER, 
Motor DRIVER .... 


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Per rere ame TUE ml ACRE DUGG ne ieee eg vail ies. Koo ewelalb ace 2 SE le HG wie, Sede ante 


enmity rea el A VN LOWER ih oc palais: bs vg Bek wise on ies pads nie es Gioterdars 


DOSEN REE TUS ig TT SL Ta) hcg be ae aa er a Alves cS gpa ne EC 


Motor Truck Driver (BUREAU OF STREET CLEANING, RICHMOND)........... 


Motor Truck DrivER (DEPARTMENT OF STREET CLEANING)........00e0eeeee 


MM OULDER  £. 3lecev arch 


oer eee ee eee eee eee eee see eee eee esses sees eee eee eee eee sees see eeve 


MOR ett OCA MINER SA SSISTANT Sir cor oon Seo. coin oho 0 se ehh cela ein Nie ld Dan 


MERION ATR TOK A MINEH : CHIRP nis sa cleiseins woe cde nenccesat A heen ea enn he 


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REC MICIPAL EL.XAMINER (PERSONAL SERVICE), CHIEF... 60... 06c00 sea eseeteeee 


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Pe rettorink (a CA MINERS ( SPECTAT.) ASSISTANT»... oy sac esas topo Hie vie oa oe eee 


Rater ee eee A MINER COPECIAL) 2 ACHIEPS, oc .a/cck.c0 gues ooealeone ts Be cai oon as 


PeICTPATE LOCA MINER «( SPECIAL), OENIOR yo oe dela: v Wpateds see obekn oe eee eer kr 


NICKEL PLATER ... 
BI OR SR ds vb sot: 
Nurse, CHIEF .... 
Norsk, FIELD ..... 


ee ey 


see eee oer eee ee eee eee eee eee eee eee eros eee eee eee ee ee eee eseeneee 


oo eee eee eee eee wee ee eee eee eee e eee e se eee e eee eee see seeeesee eevee 


coe eee eee eee eee ee ee ee eee eee ee eseese sere ee eeee ses eeeeeere seve 


WEB SSAC COS Aor OP ae Me ee Ae ag RL ee Ns 4 ely a 


NurseE’s ASSISTANT 


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SYMBOL PAGE 


NM2 
TO2 
NS1 
NS2 
shh 
TK1 
TK1 
Tcl 
ai 
OPS 
OP6 
OP1 
OPS 
OP4 
OP6 
I B6 
KA3 
CM1 
KZ1 
NK1 
NK2 
NK3 
TX1 
cl 
Td 
Txt 
S M2 
S M2 
TMI 
VM2 
VMI 
VM4 
VM3 
VM4 
VM4 
VM2 
VM1 
VM4 
VM3 
TM! 
ON1 
ON2 
ON1 
ON2 
NA2 


251 
295 
241 
242 
319 
297 
297 
297 
290 

79 

80 

vis. 

79 

77 

80 
178 
206 
154 
220 
222 
Zoe 
20 
304 
304 
304 
304 
260 
260 
301 
iti 
110 
13 
112 
113 
cis 
111 
110 
113 
112 
301 

64 

65 

64 

65 
Zot, 


416 


TITLE 


CPTTGER soe Sa Cee oR eee abe oso h 5 Ot ees Oe aces ae oe ee re dete ee 
ORTHOPEDIC C MECTIANIC © .c)5 « trateleite thre tie Ste tiecaeees see eet ee 
CIVERSEER te centres oa te Pees o aighet she gta sen sgh tox nee let tie ete A ee eae es 
COVERSERR.” LIEAR o)< 636 2.0 Sa ae he ee ee ep ee 
PPATN TER rier ia Silicon bce CS CR rel Peete Big de sg ene ene etn ae eee 
Parke POREMAN: (9525.56 6 eR ae sins tet As ee ee eee ee 
PARK RP OREMAWN DS. GENERAL 6, 5 are acote/ als Sisto lol cta Oheyeatate eo) cir sierra ane ene am 
PAROLE OO RFICER Sj Avcc:.'.ts es Oot: ee eas ee eee ee 
PAROLE AORRICER, CHIBE.; & 5 1a a saa eS ee ee no ee tee 
PAROLE “OFFICER, “SENIOR 2" 4. eee ees eee ee eee re 
PA EHOLOGIST Me. uit lee ere ain's cate ales Gute Rive ea \aa ae sree Renn r 
PATHOLOGIST) (ASSISTANT) stoic a 5's as cake tes os ercle eek eee ed te 
PATHOLOGIST, SENIOR LA cache snete SAS one eee ee eee 
PATTERN MAKER 2 22°0)0s.hsl alate ole eons ohaleete a ote eke cee wee tay Mme ee oe 


PHARMACIST. APPRENTICE 0 .105..6. cots sie 'ef oral nto Se anes le ae 
PHARMACIST? “ASSISTANT. 5 .c).cuc etna osc eek ala dd oid aire nae ae ee 
PHARMACIST; "TIRAD: d2ag so tad ents csp. Cee nie ae ee ee 
PROTOGRAPHER » dws Salpioe eiae wie were cset hoses aoa, ete cet ee 
PAGTOGRAPHER: CX-RAY} 9 tects tec wists ch teeeeee ote late Finca ce ae een aot va 
PHYSICAL EXAMINER (CIVID SERVICE) cio 3.052 eo eee ee ee 
PHYSICIAN -CALIENIST) cho wert ec Cate at aie ane hee Cee eee 
Par yvsician MCALIENISYT) >" CHIEFS fy) oe abe eee eee 
PHYSICIAN: CALIENTST) ASENIOR west aero ee) ae ee 
PHYSICIAN .CANAESTHETIST) + oc. os on set ee een eee ene ee 
PHYsIciAN “CASSISTANT: REGISTRAR) 2 SENIOR. ...020% sc ee eee ee 
PH YVSICcrAw 7 (GLENIC) aur atone cc fe he een ee 
PRYSICIAN (DIAGNOSTICIAN ) Bpree et eee at eee 
PHYSICIAN: (CDIAGNOSTICIAN.) AGHIEF «7a oe ane a teehee eee 
PHYSICIAN] ( HIELD Ie Sgwin cs a rn eee oad ay Oe ee ae ee ee 
PWYSICTAN] (EIELD) SC Cripras<. Sige saa ee re ee ee eee 
PAYVSICLIAN-ACEIELD) SSO ENIOR: 2 ncn eee ke ee ee 
PHY SICTA NS (LIOSPITAL) 0, oaccetvate area ee ee eee Bee 
PRYSICIAN® ( FIOSPIFAL). ASSISTANT iro. oo. on eee eee 
PES SICtAN (Uc ARYNGOLOGIST See tt be eee ot ae oe a ee eee 
PeYSICIAt: (MEDICAL CLERK), “ASSISTANT... 025. ogee ee oe 
do BOUT ANer JOUBISTY wie ear ee. chokes. fa kchte bar ae ee eee 
Mey sic ane JREHOPEDIST )FOENIOR iss i dss be hein Pacey oe ee 


ea CiGER Met IROEN TGENOLOGIST ) +i <% svar 0a roid 22 ela) Chee Eee 


PHYSICIAN (SUPERVISING DistTRICT) 
PHYSICIST 
Puysicist, ASSISTANT 
PHYSICIST, JUNIOR 


5) 56 (0: 6-6 @ 9 66 O'S, we 6 Hie 6: 6S 61 @ 610) .9 6) 6 ie 


SUK 1 Nee) Bee TS 1b EO 56 6186) :6 SS Se U6 Se. Sp 6 se Ss 6S Cee Une ee Te lesbo he Lb ol ele ere 


S50 6 (e's 16S (e700 18.0. VCs SC 6. @' 0 e 6% ie) eb, oe wee) Ble a we teme re ian 


2.0 S Cpe) eee (oe 10's 6 0) 6 8 8 8 8 6 6 6 ee ee, # Ole..0. 6 ov © ee eee ble ene 


SYMBOL PAGE 


TGl 
TK] 
NS1 
NS2 
TAI 
UsPZ 
UPS 
VPI 
VP4 
Vib? 
OG2 
OG1 
OGS3 
TW1 
hace 
CR4 
OF2 
Bie 
OF1 
OFS 
f Wy Sa 
ord 
VE! 
O-PS 
IO 
OP4 
OP3 
OP4 
OBS 
ORS 
Sig. he 
Criss 
OPS 
OP4 
OFS 
Oe 
On 
OPZ 
ORS 
OP4 
ORs 
QPS 
OK3 
OK2 
OK1 


284 
297 
241 
242 
307 
332 
333 
115 
118 
116 

69 

68 

70 
316 
278 
162 


309 
309 
101 


TITLE 
PuHysIcIsT, SENIOR 


LUNES) ASB AGE ie SO Ra Le ar a i i cs A Rg a a a 


PLASTERER 


eoereceer ee eee eee ere reese 


Press FEEDER 
PRESSMAN 
ERENTE Re (PeRAILLE )uliag 39% 045.4 
T° RESON SELBEPER (At 4 i604 tees <8 
EMISGNG FARE PER: B59. 434 550% 4 
Prison HELPER A, SENIOR..... 
PRISON HELPER B, SENIOR..... 
PRIVATE SECRETARY <6 00s 4 635 s 
PRIVATE SECRETARY, EXECUTIVE 
PRIVATE SECRETARY, SENIOR... 
T-eOBATION OFFICER 2.54 61% %2% 
PROBATION OFFICER, CHIEF.... 


417 


eee e eee eee eee wee ee eee eee eee eee ee eee eee see esee eee He eee eeee 


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eevee eere eee eee eee ese eee eee ees eeeeresreese oe seeerereereeeeeoe eee eee eee ease 


eoeceereeeree eee eee eee eee eee eee see eeee eres eee e eves 


eoceoewreerec eer eee eee see eee eee eee reese eee ese eee eevee 


eeees eee eee ene eee eee eee eoeseaeeer ee eee ee ee eee eee e eee ee seeeeesesr eee eo 


eoeereceoe eee eee eee eee eee eeeeeseeoeeoees eer ee reserve esseee ere oe eee eee eee seo 


Ce ee 


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eee ereee eee ees eee eee eeseee sees sees eee eee eee oes 


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oerecer eee eon eee eee ore sree ee seeeeeerseeeeseereeeee ee eve 


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oeeoee ee oe eee eee ee ee eee wee o eee eee eseee eee ese ee eeee 


seeeceeoece eee eee ee ee ee eee eee ee eee ee eee sree e ee see 


Cr ee] 


Me ATOMS ORTICHRMIIEPUTY (CHIEM a, ca eer tin Sua ea ci eee ences dake des eee etens 


PROBATION OFFICER, SENIOR... 
PeMOCES SMO ERVER tec acim ce tes 
PSYCHOLOGIST 


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Peed SING PACENT COLA TIONERVUOUPPLIES) .ok bl wikis: ¢ydVacecccw Mead dees 


PuRCHASING AGENT AND ASSISTANT SUPERINTENDENT OF SCHOOL SUPPLIES 


(EDUCATION ) 


eseoeeere ec eee eee eee eee eee eee ee eee eere esse eee ees 


PURCHASING AGENT AND ASSISTANT SUPERVISOR (CITY RECORD).............. 


PuRCHASING AGENT AND SUPERINTENDENT OF SCHOOL SUPPLIES (EDUCATION), 


CHIEF 


eoeceoeeo ree eee ee ee ese eee eee s sess ee ee eee eee soe eee 


PuRCHASING AGENT AND SUPERVISOR (CiTy REcorD), CHIEF................. 


PURER IOAN 0 Oy cyalvis'yls falda oles 
RECEIVER OF TAXES, DEPUTY... 
RECREATION INSTRUCTOR 


RECREATION INSTRUCTOR, HEAD 


RECREATION INSTRUCTOR (ATHLETICS) 


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eercoceeeer eee eee ee ee ee ee wee ow eee eee ee Hee eee eee eH Be 


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Ce ee Se 


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eRe ATONE LNSTRUGTOR? (SWIMMING) 'c.). 00s cctatusn gcbleas Afiuje ovvulan clos wales 


Recruit (DEPARTMENT OF STREET CLEANING) 


Recruir Motor Truck DRIVER 


RIGGER 


(DEPARTMENT OF STREET CLEANING).......... 


Pile takece 16.6). 6) 60 0 18, 06 te 6 6 «we 6 © 6 6 6:6 0 2 0 oe 8 0. 6 e(8@ 6.6 .0 (6 a © 6) 0, '0/8.'6 G16 (610 6 0 m6 6 a6 ce «8 e061 eo: 


oo were oer ee eee ee eee eee eee e eee eo er ee esse ve 


SYMBOL PAGE 


OK4 
B D2 
TBl 
Pes 
Tees 
NO1 
J tee?) 
phel 
eda 
NH2 
NH2 
NH3 
NH3 
CP1 
PG 
EZ 
Vor: 
VP4 
yee 
Vel 
CMi1 
B41 
ND1 
NA1 
BNI 
oe 
CAN 
CAI 
CAL 


Oo 4 
CAI 


GAS 
CAS 
TBI 
CR5 
CR4 
ERI 
E R2 
ERI 
ERA 
S Ri 
S M2 
TK1 


50 

85 
278 
310 
290 
221 
311 
onl 
311 
233 
233 
235 
Zod 
155 
156 
156 
115 
118 
117 
116 
154 

a5 
230 
236 

v2 
157 
157 
157 
157 


158 
157 


159 
159 
278 
163 
162 
132 
133 
132 
132 
261 
260 
297 


TITLE 


SAW PILE asia Oeics § 
SEA MSTRESS oh hie viele os 
SEAMSTRESS, HEAD ...... 
SECTION FOREMAN (BUREAU OF STREET CLEANING, QUEENS) 
SECTION FOREMAN (BUREAU OF STREET CLEANING, QUEENS), ASSISTANT 
SECTION FOREMAN (BUREAU OF STREET CLEANING, RICHMOND) 
SECTION FOREMAN (DEPARTMENT OF STREET CLEANING) 
SECTION FOREMAN (DEPARTMENT OF STREET CLEANING), ASSISTANT 
SERGEANT-AT-ARMS ...... 
SERGEANT-AT-ARMS, ASSISTANT 
SHADE SE ITEER Dc ssce ee 


SHEET METAL WORKER... 


Sires CARPENTER ©. oe oe 


SHrpeCaureer . acy ee 


SHOEMAKER er een teare sie 
SOCIAL INVESTIGATOR .... 
Soctat INVESTIGATOR, CHIEF 
SoctaAL INVESTIGATOR, SENIOR 
SocriAL INVESTIGATOR (INSTITUTIONS), SENIOR 
STABLE FOREMAN ....... 
STABLE FOREMAN (BUREAU OF STREET CLEANING, QUEENS) 
STABLE FOREMAN (BUREAU OF STREET CLEANING, QUEENS), ASSISTANT 
STABLE FOREMAN (BUREAU OF STREET CLEANING, RICHMOND) 
STABLE FoREMAN (DEPARTMENT OF STREET CLEANING) 
STABLE FOREMAN (DEPARTMENT OF STREET CLEANING), ASSISTANT 
STABLEMAN IS... igie sane 
STABLEMAN (BUREAU OF STREET CLEANING, QUEENS) 
STABLEMAN (BUREAU OF STREET CLEANING, RICHMOND) 
STABLEMAN (DEPARTMENT OF STREET CLEANING) 
STATISTICIANsacock Boerne 


STATISTICIAN, ASSISTANT 


STATISTICIAN, CHIER | a.6 
STATISTICIAN, JUNIOR ... 
STATISTICIAN AND EXAMINER, SUPERVISING 
STEAMEITIERS, seme tes 


STENOGRAPHERG, cose epetes 
STENOGRAPHER, JUNIOR .. 
STENOGRAPHER, SENIOR .. 
STENOLYPIST a, & 4. feos 
STENOTYPIST, JUNIOR .... 
STENOTYPIST, SENIOR .... 
STRVCARD Meet Pau, os hi ons 


418 


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eeceeee roe eee eee ese eee ee eee eee seer seeeeereseeene 
eevee rer ee eceo eee eee eee eee ee eee eee eee eee ee eeseeeeresese 


Ce | 


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oeoeeeceer eee reese eo eee eee ee ee eee eee ee eee eee eee eee eee 


eeoeeoeree eee ee eee see ee eee ese eee eee eee eee eee ese eseeeesee 


eoereeee ec eee eee ee eee eee eee essere vreereseeeseeeoeeeeee eee 


| 


eeoeer eee eee ee eee eee eee eee see eseer ere ere eee eee eee eeee 


eee eee eee eee eee eee ee ee see eee see 


ore eeee eee eee ee eee eee eee eee ee ee eee ese eee seereseee eee 


eee eee ee ee ee ew oe 


Ce ee 


CY 


eee e eee eee eee eee eee ee ees 


oe ee eee eee eee eee eee se 


Ce ey 


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eoceeereereeeee ee ere ee ee eee e eee eee sere ee eeereeeee ses eee 


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oe er eee eeo ree eee reece ee eee eee eee eee eee eee er essere seers 


eoeoeceeeere eee eee ee eee eee ee ee eo eee ees 


oeoereeer eee eee ee ee eee eee ee eee eae eee ese eee eeee ee wee eee es 


Ce ey 


oeer eee eee see ese eee eee ee eee eee ee see ese eeseeeseee ee ee esos 


oeoeeee eee eee see es eee eee eee ee eee eee ere eseeeeeeeree eens 


S 6 @ 5.08 © © &@ 6 6 0 8.0 © 0 ¢ 6.6 6 8 S65 6 6B 0 6 0 06 6 6 810 6 6 6.0 60 6 06 6 es 6 16 6 


See tae eeate eee wPeeeerseeeeceee Cb BesCeeeeceeneeaeegecaeiaanenes 


Cb ©. 6 0 6 OC oe 6 8 e886 6 8 8 8 8 ef 6 8 6 6 © 6 6 8 en 6 0 6 6 8 8 he 2 6 se 8 oe 6 wt 


cere ee eee ee eere eee eee esses se ee eeeeee eee eeeereereeseees 


eeeeeeerse eee ee se ee eres ee eee eee eeeeereeer ee eee eeeee ses 


eeereeeese ee eee eee eee eee eee eee eee eerereereree ees ee sees ee 


eeoeeeer oe eee eee ee ee ee eee eee eee eee seeeeeeeeeseeese eens 


SYMBOL PAGE 


tered 
N H2 
NH3 
st 5. 
ie 
ee 
Rep 
Ste2 
Wik 
KK1 
Tes 
TM1 
TW1 
elt 
aid 
VNZ 
VV4 
VV3 
WaVis 
pRB 
~ Iss 
ee 
ee aS, 
Sd 
Soe 
UHI 
raced 
Sg cl! 
Sit 
V53 
Vise 
VS4 
Vit 
VM5 
ee 
Jet 
G74 


EGS 


CS2 
Csz 
OFS 
Byes. 
Neo 
NS2 


NS4 


297 
233 
235 
270 
269 
270 
270 
269 
2149 
213 
315 
301 
316 
297 
291 
119 
121 
120 
120 
325 
264 
264 
264 
264 
264 
323 
262 
262 
262 
123 
123 
124 
122 
114 . 
310 
290 
164 
164 
165 
164 
164 
165 
243 
242 


244 


419 


TITLE 
Stock AND Bonp CLERK, CHIEF 


SSTONE-CUTTER rims oc ck: 
STONE-MASON .......; ; 


MSEDREMEEPER (cee osc o dacs 
Brn RPE SENIORS «<0 5 Sou oie cok cate cues 
STORES FoREMAN ..... 
Shs dg. ae ae i Ra el eee: eaPy. 


SUPERINTENDENT (BUREAU oF BUILDINGS, MANHATTAN, THE BRONX oR 
DEDORUEMUM@ Ae oe ck cece cats Cea ae es 


SUPERINTENDENT (BuREAU oF BUILDINGS, MANHATTAN, THE BRoNX oR 
BROOKLYN )y ASSISTANT) 0056+ 


Ol € ie @ we uw te ¢ ¢ 6 ce © 6 ai eo O66 6 4.8 8 8s 8 eee ee 8 


 ) 


SUPERINTENDENT (BUREAU OF BUILDINGS, QUEENS OR RICHMOND), ASSISTANT. 
SUPERINTENDENT (BUREAU OF STREET CLEANING, QUEENS)........... Saree 


SUPERINTENDENT (BUREAU OF BUILDINGS, QUEENS OR RICHMOND) 


SUPERINTENDENT (BUREAU OF STREET CLEANING, RICH MOND) jo,0e5 coe sie ey ce 
SUPERINTENDENT (BUREAU OF STREET CLEANING, RICHMOND), ASSISTANT..... 
SEIN TENDENTSOR PUBLIC (EMPLOYMENT, BUREAU. J. ioe 00sec es ecto ees aes 
Peet DENT Ob TLOCK Os donee Nie wa Pee MOSS AO eS ad ate hel ne tdaues Suicdae 
SUPERINTENDENT OF FERRIES............00: Pk ORR AL LE OEE EE erie 
SUPERINTENDENT OF FINAL DISPosITION (DEPARTMENT OF STREET CLEANING)... 


SUPERINTENDENT OF FINAL DISPOSITION (DEPARTMENT OF STREET CLEANING), 
PNSSHOVAINT = 3 tes oe wee gs ul, § SoS ope Ee eae Os ek REISER orgee OT ita te eT 


Paar ore Bee T EOE GARAGE Seiya ee ts net uate a este ce ue cues itn ye bate 
SUPERINTENDENT OF GARAGES (POLICE)..... Peers Peter emt) hs ARAN as os 
SUPERINTENDENT OF INDUSTRIES...... es CRRA ome ME, ty ha Se a 
SUPERINTENDENT OF LAUNDRIES.........0000000% Cet ns ou, Seek Ree 
Pee mete Wis COP UM AIM TENANCE 270.0. oes dc) 2e eRe css cca cunt es de ee Nae bee 
Pree T ERs Tl OFM ARKETS LOEPUTY a5) arcle At clelcs © cejele me ects balsa uaa o oles 
Err MONN NACH CNLORTUARY oe. O80 cet. ae es eho ne aud lunturanececne 
eee Onn Die Te ORION URGES rnd d oe teh era ieee ten ty's, 0. « =) ah vlny pp abe ashe Ula Ryan: 5 «acs dimes 
Pee PUREE MOEN T OWT IN URGES, ASSISTANT o,< 4: fos u3:4o.b a soles cdaee etek ease bees 
ee MCE NI TCON MIN URSES, «GENERAL (0... calc sc ucdutacatlen ew enanehs Sebo ed 
PEPER TEN DENT [OP CE ARKS. oo. cuds sac ccdtlenseeanes Recs eer OM Ait ee 
SUPERINTENDENT OF POLICE SIGNAL SYSTEM....... BA ARE Fey rR Co ETS 
SUPERINTENDENT OF PoLIce SIGNAL SySte Mee ASSISTANT dee aor airrkaes 
SUPERINTENDENT OF Pustic BUILDINGS AND OFFICES (MANHATTAN, BROOKLYN 

SMMNEBET ME ESE CIN) WON et Pee yes Oe ea 3 Ge dase sept tee cl ed owiehe SMe esses 


SUPERINTENDENT OF PuBLIC BUILDINGS AND OFFICES (MANHATTAN), ASSIST- 
ee I eg Vos rect Se ae al occas Okleleieic a hae Pe Re Ce Ee 


SUPERINTENDENT OF PuBLIC BUILDINGS AND OFFICES (QUEENS OR RICHMOND). 


PePeerMTENDENT OF PUBLIC WORKS... 40000 tee cn dnee Bye iy ok Oe Stee 
SUPERINTENDENT OF PuBLIC WorKS (ASPHALT PLANT)..........0--ee eee eeee 
SUPERINTENDENT OF PURCHASE AND MAINTENANCE (FIRE)............00005- 
SPEER EEMDENT, OF REFORMATORY «. .'.c dines copie sve nee tieiawe ne gee Rite ava te 
SaIPERINTENDENT OF REFORMATORY, ASSISTANT... i0 cs ocusec aca ca esses eeeenncs 


BeCEETNTENDENT OF SHOPS... oa cs 0's gt ube ons ones let eens. Bitome ak line Ns 


SYMBOL PAGE 


CR4 
Ped 
bd 
KS$2 
Kio 
Kot 
1575 ¢ 


ih bs) 


I B4 
I B4 
Tees 
Seo 
eto) 
hee 4 
V Lee 
KD2 
T O4 
Eieeie 


See 
TOS 
TX 
Tels 
No 
UL4 
Cis 
N K4 
ON4 
ON3 
ONS 
UP4 
AEA 
abe Z, 2 


K C6 


KGS 
KC5 
NNER 
ipa 
AS 
NO4 
NO3 
ees 


162 
278 
278 
ZAWS 
218 
217 
307 


178 


177 
177 
175 
274 
274 
Zhe 
128 
De 
297 
274 


he 
306 
306 
131 
250 
Shi 
162 
falas) 

67 


TITLE 


420 


SYMBOL PAGE 


SUPERINTENDENT, ‘OF \S HOPS,” GENERAL. Wn F..G 46a ane GOh tae eee eeae: 4 


SUPERINTENDENT OF SNOW REMOVAL (DEPARTMENT OF STREET CLEANING), 


ASSISTANT 


Ce 


SUPERINTENDENT OF STABLES « (POLICE). 0 sas pate nt sie cae ea tote te tn 
SUPERINTENDENT OF WOMEN (CORRECTION), ASSISTANT.......eccececveceeees 
SUPERINTENDENT OF WOMEN S-PARM. 5. <2 cca as atect ore ete ae Sire ee ee ene 


SUPERVISOR ((V OLUNTEER (LIFE SDAVING’ GORPS) 0.0. cee eee ee ee 


SUPERVISOR OF 
SUPERVISOR OF 
SUPERVISOR OF 
SUPERVISOR OF 
SUPERVISOR OF 
SUPERVISOR OF 
SUPERVISOR OF 


CARETAKERS ys sateen do rere oe ec enTRIy CRS ce attra ene 
FARM .GARDENS 7904s elgule sunh's Ra eee oe eee cee eee 
JANITORS, ASSISTANT CHIEF........ Gt ab eae ee eee ee 
JANITORS; . CHUBB alae Fiona ete eet tice get a ere a ree 
RECREATION o:ccey sata eels eats alee oO earth: eee te ee 
RECREATION; (ASSISTANT. aici lee ee ae ee eee oe ee 
‘TRAINING -CRANDALL.S SESLAND ict ues eee roe cere enna 


SWEEPER) (BUREAU OF STREET CLEANING SO UEENG) 24:25 hete ee oe ne ee 


SWEEPER. (BUREAU OF: STREET CLEANING, CRICH MOND) -- cee ae. ©. tne 


SWEEPER (DEPARTMENT OF STREET CLEANING) oaecce nee wt ieenee easier ieee eee 


FLAT OR eNe: aie ace Wea oi 0 ela doe Sle caus wh ale latvalier's cus loi op etcatee Stier ec ee eee 


TITLE EXAMINER, JUNIOR 
TITLE EXAMINER, SENIOR 
SA YPIST ache ent 


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Ce | 


DYPISTS JUNIOR 4 oon oda kin a we Wa Oe ae Sh eb Sees Re Re bee ce ee ee 


TYPIST, SENIOR 


Typist (Comp 


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‘By Pisy=(DICTAPHONE)) 7) UNIOR cu 4 sc hic oe Ge eh eco ake ieee Serre ee eee 


UPHOLSTERER 


WELDER ..':.. 
W HEELWRIGHT 


WIREMAN .... 


er) 


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LSS 


Se 
UH3 
NO3 
NO4 
E R3 
KO3 
E R3 
KC4 
K C3 
ER4 
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315 


272 
326 
223 
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134 
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135 
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268 
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254 
254 
297 
167 
310 
335 
161 

94 

93 

94 
168 
167 
169 
169 » 
168 
167 
315 
307 

81 

82 
224 
223 
219 
200 
201 
297 
316 
281 
316 


M. B. Brown Printine & BINDING Co., 


37-41 Chambers Street, 


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